Column Designer, Entry Level fields

Column Designer, Assignment Level fields

Custom Views

Employee History background element

Personal Compensation Statement Notification

Bonus Assignment Statement

Combined Rewards Statement

Variable Pay Rewards Statement

Variable Pay Individual View

Change in business goal name

Change in eligibility rule criteria

Update in an employee’s assignment date

Update in bonus cap

Base x business performance x individual performance

Base x business performance x team performance x individual performance

Base x business performance

Base x (business performance + team performance + individual performance)

Base x (business performance + individual performance)

Change field groups.

Relabel employee history fields.

Create custom fields.

Deactivate form sections.

Job information

Job relationships

Pay Component non-recurring

Compensation information

Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.

Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.

Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.

Create a specific performance form template for the German employees and have the customer load their ratings into it.

The bonuses of different groups of employees are affected by different business goals.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

There are only two business goals, but the weighting of the goals varies by employee grade.

In some countries, the bonus is multiplicative, while in others it is additive.

Summary level custom reportable fields

Bonus plan weights

Summary level standard fields

Employee history fields

1

3

4

2

Direct payout percentage will override normal performance payout calculation.

The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.

The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.

The lower amount between the direct payout percentage and the estimated target payout calculation will be used.

This employee is eligible for the BU plan for a portion of the plan year, from August 1–December 31.

This employee is eligible for the Corp plan for the entire plan year, from January 1–December 31.

This employees is eligible for the Corp plan from January 1–July 31 and the BU plan from August 1–December 31.

This employee is eligible for the BU plan for a portion of the plan year, from January 1–July 31.

Variable Pay XML template

Column Designer

Configure Label Names and Visibility

Succession data model

Variable Pay Program Name

Basis

Local Currency Code

Salary

Target Percentage

Imported from bonus plan

Imported from goal management

Imported from employee history

Imported from user data file

Dates later than program dates

Dates should NOT be entered

Dates equal to the program dates

Dates earlier than program dates

Reference the Plan ID in the business goal data file.

Reference the Plan ID in the Bonus Plan file.

Upload the Business Goal XML template in Provisioning.

Assign the Business Goal template to the Variable Pay program.

Update eligibility rules to include a bonus plan.

dfid1

ifid1

vfid5

ffid1

Use the custom manager option for assigning employees in the user data file and in the route map.

Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.

Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

Assign the employees to matrix managers and use matrix managers in the route map.