Preferred currency

Each employee’s local currency

The corporate currency

Only one currency can be displayed

Wage basis rules are defined at thepersonal level and the context value for the rule is captured on the deduction card.

The rates and rules that are defined on a personal deduction card cannot override the values that are defined in the deduction ranges at the legislative level.

A personal deduction card contains person-specific information that is used to calculate the deduction amount.

The deduction element’s status processing rule drives the calculation, accessing the rates and rules that are defined for the related payroll deduction and the values that are captured on a personal deduction card.

A payroll deduction comprises the rates and rules that are used to calculate the deduction amount.

Managers can rate workers as they allocate compensation.

These ratings are used across compensation plan and cycles.

The ratings are transferred to the Performance Management system or to HR.

You can display compensation ratings given in the previous plan cycle as a column in the worksheet.

The Salary summary table gives detailed information about salary history, percentage change, compa-ratio, and growth rate.

The Stock summary table gives detailedinformation about grant date and price, granted, vested, and unvested shares, and the estimated value of unvested shares.

The summary table of other compensation gives detailed information about effective date, amount, currency, and grand total information about all awards.

The summary table of recruiting payments gives detailed information about effective date, amount, currency, and grand total information for an individual award or compensation amounts.

The summary table of payroll elements givesdetailed information about element, input value, actual value and the grand total for the year.

Eligible

Ineligible

Restricted

Limited

Provisional

After the salary basis is associated with any worker, you cannot delete it or modify any characteristic. Therefore, a new Salary Basis must be created with a new Grade rate.

A new Grade rate can be created and the Salary basis can be modified to include it.

No new Grade rate can be created.

The salary of an employee is based on the grade to which the employee is assigned. Therefore, nothing has to be changed at the salary basis level once it has been created. Employee data must be modified to reflect the new grade.

Models

Components

Performance ratings

Compensation change statements

Alerts

Plan cycles

Accept

Reject

Dismiss

Reply

Employment-based eligibility criteria suing hire date

Derived –factor-based eligibility criteria using length of service

User-defined-criteria-based eligibility profile using hire date

Employment-based-eligibility-criteria using length of service

Delete the existing element link and create a new element link, which will automatically create all four input values.

Create a new element from scratch.

This scenario cannot be implemented.

Create status processing rules for the input values.

An employee transfers into your organization.

An employee’s data has been corrected by HR and it now satisfies the eligibility criteria.

An employee leaves an organization.

A contingent employee becomes a regular employee.

A loaned employee in your organization returns after assignment completion.

An intern in your organization gets his place confirmed as an employee.

The individual compensation plan must be set up with “NO” for plan access restriction.

The individual compensation plan must be set up with the following restrictions:

New Allocations: Always

Update Allocations: Specific period Sep 1– Sep 30

Withdraw Allocations: Specific period Sep 1 – Sep 30

The individual compensation plan must be set up with thefollowing restrictions:

Create Allocations: Always

Update Allocations: Specific period Sep 1 – Sep 30

Discontinue Allocations: Specific period Sep 1 – Sep 30

The individual compensation plan must be set up with the following restrictions:

New Allocations: Always

Update Allocations: Specific period Sep 1–Sep 30

Discontinue Allocations: Specific period Sep 1 – Sep 30

Select the “Allow User Entry” and “Create a Database Item” check boxes for the element input value.

Database items are created by default for the element input values.

Select “Pay Separately” as the “Special Purpose” option.

Create an “Amount” input value at the element eligibility link level.

Using grade rate validation, a warning message can be generated when the new or adjusted salary is outside the range of salary configured in the grade rate attached to the salary basis.

Using grade rate validation, approval can be prevented when the new or adjusted salary is outside the range of salary configured in the grade rate attached to salary basis.

Using either a formula at the element level or criteria at the element link level, a warning message can be generated when a new or adjusted salary does not pass the configured validation.

Using either a formula at the element level or criteria at the element link level, approval can be prevented when the new or adjusted salary does not pass the configured validation.

The task is only for notification and has no rules.

The task applies to all allocations, uses two levels of the Supervisory list builder, and does not require a response from the current approver.

The task applies to selected allocations, uses two levels of the Supervisory listbuilder, and requires a response from the current approver.

The task applies to all allocations, uses two levels of the Supervisory list builder, and requires a response from the current approver.

Sub-classifications provide a way to feed elements.

Once a sub-classification is associated with a classification, it cannot be associated with another classification.

A sub-classification name cannot be reused under a different primary classification.

Elements can have only one sub-classification.

Compensation Currency Selection

Compensation Organization Selection

Compensation Item Selection

Compensation Person Selection

Compensation amounts Selection

Plans must have at least one component if awarding compensation.

You can create up to five components to represent the different types of compensation that you want to award within a plan.

Each component has to be of a separate type, such as salary or bonus.

There is the flexibility to add any number of components within a compensation plan.

Download and authenticate workbooks.

Edit the workbook data.

Filter the editsand upload only the edited fields.

Resolve errors created by the uploaded file.

Upload filter the workbook to include only employees whose data has been modified in the workbook, prior to uploading the file.

Repeat the steps as many times asnecessary to accommodate the revisions.

Create one Compensation Item as Bonus and specify the source type as Element Entry. Associate the three elements with the Compensation Item.

Create three Compensation Items: Joining Bonus, Ad-hoc bonus, and Annual Bonus. Specify the source type as Element Entry and associate the respective elements with the respective Items.

Create one Compensation Category as Bonus and specify the source type as Element Entry. Associate the three elements with the Compensation Category.

Create three Compensation Categories: Joining Bonus, Ad-hoc Bonus, and Annual Bonus. Specify the source type as Element Entry and associate the respective Elements with the respectiveCategories.

Component-level eligibility is ignored and a warning is reported.

Plan-level eligibility is evaluated before component-level eligibility.

Component-level eligibility is evaluated before plan-level eligibility.

This is not possible. Component-level eligibility is always identical to plan-level eligibility.

Plan-level eligibility is ignored and a warning is reported.