Managing Compensation Planning

This chapter provides an overview of Compensation Strategy and discusses how to:

• Set up a workforce simulation rule

• Set up a compensation planning scenario

• Review and analyze a compensation planning scenario

• Alter compensation planning scenario results with Analytic Calculation Engine

• Approve compensation planning scenario output

Understanding Compensation Strategy

This section provides an overview of the Workforce Rewards Compensation Strategy and discusses:

• Compensation strategy definition

• Compensation Strategy business process

• Market compensation rates

Overview

The Compensation Strategy module provides tools to review and analyze the total compensation costs and strategies for your workforce. With Compensation Strategy you can automate and streamline the performance of these compensation strategy tasks:

• Use data extracted from multiple sources.

• Define compensation rules for any type of compensation, such as base pay, variable compensation, or benefits compensation.

• Create scenarios of your organization's job growth and reduction, or headcount plans.

• Create and analyze multiple compensation scenarios involving combinations of compensation types, such as base pay, variable compensation, and benefits compensation.

• Evaluate the impacts of these scenarios on compensation distribution, costs, and value.

• Once you've identified the scenarios with the desired results, approve the results of your efforts.

You also utilize a wealth of data in the process. Compensation Strategy integrates data from a variety of sources, such as:

• Workforce compensation data from internal transactional database systems, such as HRMS.

• Market rates developed with the Market Compensation module.

• Base pay structures developed with the Base Pay Structure module.

• Employee retention and reduction data from the Retention Strategy module.

• Key performance indicators (KPIs) from Scorecard and Workforce Scorecard.

You use the Compensation Strategy module to generate differing scenarios of base and variable compensation plans, as well as any other cost-related plans (such as benefits). We designed the module around two main Application Engine processes, Workforce Simulation (WA_WFS) and Compensation Planning & Simulation (WA_CPS).

Conceptual relationship between Workforce Simulation and Compensation Planning and Simulation

Compensation Strategy Definition

Before you begin using the Compensation Strategy module, take some time to formulate the questions that you want to answer. The types of questions to consider fall into two broad categories:

1. What is your organization's overall compensation strategy? What changes in the existing compensation system would you like to model, to assess their effects?

2. How can you best use Compensation Strategy to generate scenarios to evaluate and answer these questions?

One part of understanding your organization's compensation strategy involves knowing what pay components, target pay rates, and pay ranges to apply to various jobs. It also involves understanding your organization's ongoing efforts to attract and retain the right people with the necessary skill levels. Once you have this background you are ready to use Compensation Strategy to perform tasks such as:

• Model the changes from a proposed salary or compensation reorganization, based on market values, to evaluate the cost of moving your workforce up to market levels.

• Create new types of variable compensation to help motivate your workforce, and evaluate the cost impact.

• Target special compensation plans for specific groups of employees, such as executives, salespeople, or workers with mission-critical job skills.

A second part of understanding your organization's compensation strategy involves knowing how the overall compensation strategy cycle is executed, and knowing at what point in the cycle your organization is at a any given time. Equipped with this knowledge, you can use Compensation Strategy to perform these types of tasks:

• Model compensation cost changes based on forecasted workforce growth and reduction.

• Establish a merit matrix or other rules for pay out of annual base pay increases.

• Determine what types of performance goals or related pay out rules you need for any base compensation or variable compensation types in the compensation plan.

• Examine the compensation cost effects based on organizational performance indicators, for periodic bonuses and so on.

• Set proposed compensation budgets for departments or business units.

• Allocate compensation pools across organizations, special classifications, groups, and individuals.

Another part of your strategy involves understanding how to best use Compensation Strategy. You have these options:

• Set up and run Compensation Planning and Simulation (CPS) as a Historical process, using your existing workforce. This means having no inputs from Workforce Simulation.

• Set up and run CPS as a Forecast process, using input from Workforce Simulation, or Retention Strategy, or both, to include simulated changes to your workforce in the scenarios. Follow the retention or workforce simulation results through the completion of the CPS process, and evaluate the cost impacts of your retention, growth, and reduction decisions.

• Set up and run CPS with or without including existing base salary in the compensation rules. This means you can either evaluate the total compensation impact of a scenario, or focus only on the change introduced by new rules.

Compensation Strategy Business Process

The following diagram outlines the main steps in the Compensation Strategy business process.

Compensation Strategy business process

Market Compensation Rates

If you plan to use market rates to help you develop and evaluate compensation scenarios for your workforce, make sure you have completed the steps needed to import compensation survey data, and define market compensation rates.

If you plan to use new base pay structures to help you develop and evaluate compensation scenarios for your workforce, make sure you have completed the steps needed to develop new base pay structures.

See Also

Managing Market Compensation

Managing Base Pay Structures

Setting Up Workforce Simulation

To set up workforce simulation, use the WA_CP_WFSIM_DFN.GBL and WA_WFS_MODL_TBL.GBL components.

This section provides an overview of workforce simulation and discusses how to:

• Set up workforce groups.

• Enter workforce simulation growth and reduction rules.

• Set up model IDs for workforce simulation.

• Define a workforce simulation model.

• Set up a workforce simulation scenario definition.

• Set up the process run control for the Workforce Simulation process.

• Run the Workforce Simulation process.

• Review your workforce simulation scenario setup.

Understanding Workforce Simulation Setup

The Workforce Simulation process serves as a basis for input to the Compensation Planning and Simulation process. The inputs for the Workforce Simulation process are workforce growth and reduction rules, which define your workforce strategy. Run the Workforce Simulation process to generate a simulated workforce, consisting of your existing employees plus any new simulated employees and reduced employees (employees to be removed from your workforce). In the end, the result is a simulated workforce based on assumptions for growth and reductions for a given time period. The output is stored in the WA_JOB_S00 table. WA_JOB_S00 is identical to the JOB_F00 table, with SCENARIO_ID added as a key field. Use this simulated workforce in forecast scenarios in Compensation Strategy.

Before you begin working with Workforce Simulation, think about the questions that you want to answer. The questions you ask dictate your strategy for the workforce simulation and compensation rules you create. They also dictate your strategy for which modules and processes to run, and in what sequence to run them. For example, do you want to run the Retention Strategy module first, to generate lists of employees to reduce and retain, and use them in the Workforce Simulation? If you do, then you can follow the retention results right on through to the completion of the Compensation Planning and Simulation process, and evaluate the cost impacts of your retention decisions.

To set up your workforce simulation strategy complete the following steps:

1. Set up workforce groups.

2. Enter growth and reduction rules.

3. Set up a Model ID.

4. Use the rules to define a workforce simulation model.

5. Set up a scenario ID.

6. Run the Workforce Simulation process.

7. Review the workforce simulation scenario

Pages Used to Set Up and Run Workforce Simulation

Setting Up Workforce Groups for Workforce Simulation

You use workforce groups to set up workforce reduction rules. You set up workforce groups using the Workforce Group component by selecting Workforce Analytics, Workforce Analytics Setup, Setup Groups. This component is documented in the PeopleSoft Workforce Analytic Applications 9.1 PeopleBook.

See Also

Setting Up Workforce Groups and Group Sets

Entering Workforce Simulation Growth and Reduction Rules

Access the Workforce Simulation Rule page (Workforce Analytics, Compensation Strategy, Workforce Simulation, Setup Simulation Rules, Workforce Simulation Rule).

Compile

Click this button to have the system build, or compile, the underlying SQL.

Selecting a Simulation Type

You enter your requisition growth, workforce growth, and workforce reduction assumptions in the corresponding group boxes below. Later, when you run the workforce simulation process, the system uses these rules to create a simulated workforce output. The system uses your existing workforce as a starting point. The processing is as follows:

New Simulated Workforce = Existing Employees + Employees Reduced + New Simulated⇒
 Employees.

Note. Set up one Simulation Type per rule. When you save the page or change the field for the rule type, the system hides the fields that do not apply to the Simulation Type you select.

Defining a Workforce Growth Simulation

Defining a Requisition Growth Simulation

Defining a Workforce Reduction Simulation

Setting Up Model IDs for Workforce Simulation

Before you use the Compensation Strategy Workforce Simulation Model page, you must have set up model IDs in the Operational Warehouse - Enriched (OWE). You do this using the EPM Foundation, Business Metadata, Business Framework, Models page. This page is documented in the Enterprise Performance Management Fundamentals 9.1 PeopleBook.

See Also

Defining Models and Scenarios

Defining a Workforce Simulation Model

Access the Workforce Simulation Model page (Workforce Analytics, Compensation Strategy, Workforce Simulation, Setup Simulation Model, Workforce Simulation Model).

Listing the Rules

Use the grid at the bottom of the page to list the workforce simulation rules you want to include in this model. Add rows to list multiple rules.

Setting Up a Scenario Definition for Workforce Simulation

Before you run the Workforce Simulation process, you must set up a Scenario ID and definition using the EPM Foundation, Business Metadata, Business Framework, Scenarios page. This component is documented in the Enterprise Performance Management Fundamentals 9.1 PeopleBook.

Note. The scenario type for a Workforce Simulation must be a Forecast Scenario.

See Also

Defining Models and Scenarios

Setting Up the Process Run Control for Workforce Simulation

Access the Run Workforce Simulation page (Workforce Analytics, Compensation Strategy, Workforce Simulation, Run Workforce Simulation, Run Workforce Simulation - Run Jobstream).

The run control definition includes these basic elements:

• Business unit

• Scenario ID

• Fiscal year and accounting period

• Jobstream ID

Scenario ID

The scenario ID you select using this page must be for a Forecast scenario.

Fiscal Year and Accounting Period

Run Simulation scenarios for a fiscal year and accounting period. Do not run them based on an as of dated jobstream.

Jobstream ID

These are the basic jobstreams and engines delivered for Workforce Simulation:

See Also

Streamlining Processing with Jobstreams

Generating the Workforce Simulation Scenario

To generate a workforce simulation scenario, you run a PeopleTools Application Engine (AE) process called Workforce Simulation (WA_WFS).

Workforce Simulation Process Output Tables

The main Workforce Simulation process output table is WA_JOB_S00. It is a clone of JOB_F00 with the addition of the PF_SCENARIO_ID field. This table stores the simulated workforce, which includes the current workforce (based on the date of the simulation scenario) from JOB_F00. This table can also include new simulated employees based on the rules defined in the workforce simulation pages (growth rules), as well as simulated terminated employees (reduction rules). This table is a basis for input into the Compensation Planning and Simulation process. If a reduction rule is specified in a simulation, the WA_GROUP_F00 table is also populated with the employees that are to be reduced from the workforce.

Identifying Reduced and New Simulated Employees

The WA_WFS AE process calculations use the groups and rules that apply to the selected business unit, setID, model ID and scenario ID. The process uses the existing employees from JOB_F00 as a starting point, and puts them in the WA_JOB_S00 table, but only in the first accounting period specified in the scenario. Then the system performs actions for the reduced employees in WA_JOB_S00, if any, and then adds new simulated employees to WA_JOB_S00, if any, to create the new simulated workforce. The process flow is:

New Simulated Workforce = Existing Employees + Employees Reduced + New Simulated⇒
 Employees.

For each reduced employee, the row is assigned a personnel Action of TER, and a Reason of WFS.

For each simulated new employee, the row is assigned a personnel Action of HIR, and a Reason of WFG. The system assigns them an employee identification number based on the structure $YYPPRRR###, where:

Note. Based on this formatting, for a given fiscal year, accounting period, and workforce simulation scenario, you can add a maximum of 46,656 unique, simulated employees.

When the system creates simulated employees using existing job requisition information, from STAFFING_F00, it distinguishes these simulated employees from those created by workforce growth rules. Simulated employees from job requisitions are assigned a personnel action of HIR, and a reason of WFJ.

Effective Dating of Models and Rules in Workforce Simulation

The effective date of the model and rules used in the workforce simulation must be less than or equal to the effective date of the accounting period for the process run. For example, when you run the process for the fiscal year 2000, and accounting period 1, then the system uses all rules that are valid as of the beginning of that fiscal year/accounting period. If you have a rule that has an effective date of 02/01/2000, then it won't be used until you run the process for fiscal year 2000, accounting period 2.

Currency Codes and Currency Conversion in Workforce Simulation

When you run the Workforce Simulation process the system assigns new employees (in WA_JOB_S00) a currency code that is the same as the existing employees for that same scenario.

If your implementation of Workforce Rewards includes working with multiple currencies, you must run the Currency Conversion Application Engine process (PF_MULT_CURR) to populate the annual BCE rate field for employees in the JOB_F00 table. The timing of this step is important. You run this process after you have used the delivered ETL tool to import your source data to the data warehouse tables, and before running the Workforce Simulation process. If you don't run the Currency Conversion process prior to running Workforce Simulation, certain annual BCE rates are populated as zero throughout the JOB_F00 table, and these zero rates can be carried through the Workforce Simulation and Compensation Planning and Simulation processes. Employees' annual BCE rates should always be greater that zero.

Note. Check your Application Engine process messages after running the Workforce Simulation process. The process checks for any rows in WA_JOB_S00 with an annual rate of zero. If it finds such rows an error message is generated stating: "Warning: Annual BCE Rate=0. Must run Processing Multiple Currency or CPS results will be incorrect."

Synchronizing Workforce Simulation Data with the Workforce Rewards Data Mart

When you run the Workforce Simulation process, the system also calls the Data Mart Dimension process (WA_UPG_DIM), which updates the Workforce Rewards Data Mart dimensions. Workforce Simulation does not call any fact processes, but it does call the dimension build process:

1. For the first period the scenario is run for, all Workforce Rewards dimensions are populated.

2. If the scenario is run for additional periods, then only the employee specific dimensions such as WFI_PERSON_DIM and WFI_JOB_DIM are populated. The system does this because Workforce Simulation is creating new employee records in WA_JOB_S00, so the dimensions need to contain a complete list of all employees. Other dimensions do not need to be repopulated as they've already been populated for the first period.

See Also

Workforce Rewards Data Mart

Reviewing Your Workforce Simulation Scenario Setup

Review your workforce simulation rules setup using the following Crystal reports:

• Workforce Simulation Rules report (WAC0019), summarizing the simulation rules for a given setID and model ID.

• Workforce Groups report (WAC0018), summarizing the workforce group setup.

Note. Samples of these reports are provided with your documentation.

See Also

Workforce Rewards Reports

Setting Up a Compensation Scenario

To set up a compensation scenario, use the WA_CP_ELEM_DFN.GBL, WA_CP_GOALMTRX_DFN.GBL, WA_CP_MERIT_DFN.GBL, WA_CP_PYOUT_DFN.GBL, WA_CP_BASE_PAY.GBL, WA_CP_RULE_DFN.GBL, WA_CP_OTHER_DFN.GBL, and WA_CP_MODEL_DFN.GBL components.

This section discusses how to:

• Link employee information to a compensation scenario.

• Define performance-based calculation rules with a goals matrix.

• Define base compensation increase rules with a merit matrix.

• Control compensation distribution payout rules.

• Define base pay rules.

• Define variable pay rules.

• Specify other pay rules.

• Define frequency details for compensation models.

• Set up workforce groups for compensation models.

• Set up model IDs for compensation models.

• Define a compensation planning and simulation model.

• Set up compensation scenario IDs.

• Set up the Compensation Planning and Simulation process run control.

• Run the Compensation Planning and Simulation process.

• Review and alter compensation planning scenario data using the Analytic Calculation Engine (ACE).

Pages Used to Set Up and Run a Compensation Scenario

Linking Employee Information to a Compensation Scenario

Access the Data Element page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Data Elements, Data Element).

Data elements, at their most simple level, define information that you link to an employee. At a more complex level, you use data elements when you build compensation rules, to tell the system what data to retrieve about your workforce groups, and what performance measures to apply to your compensation scenario.

Selecting a Data Element Type

Select a Data Element Type from the list of translate table values:

DataSet Data Element Type

Goals Matrix Score Data Element Type

For a Data Element Type of Goals Matrix Score, first create the Goals Matrix on the Goals Matrix page. Then, while still on that page, choose to have the system automatically create a corresponding Data Element with the same name. If you already have a Goals Matrix built, and you want to define a Data Element with a different name, then create the Data Element using this page. In either case, each Goals Matrix ID must be linked to a corresponding Data Element ID.

Some Important Points about Creating KPIs for Use with Workforce Rewards

When you use Scorecard to create KPIs for use in Workforce Rewards, remember the following important points:

• The Enterprise Scorecard pages you use to create KPIs are located by navigating to Key Performance Indicators, Define KPI's. They are as follows:

  • Data Element Definition (if you are using data elements in your KPI.)

  • Calculation Definition.

  • Assessment Definition (if you are using a target rule, then specify the assessment usage as Workforce Analytics to ensure required values are populated.)

  • KPI Definition.

  • KPI Calculation Rule.

  • KPI Object.

  • KPI Target Rule (if you are using assessed values then specify the target rule type as Workforce Analytics.)

• Specify the model IDs for your KPIs in the KPI Model column, on the EPM Foundation, Business Metadata, Business Framework, Scenarios - Forecast Business Rules page.

• Processing is done by using the Workforce Rewards jobstreams (either WA_CPS or WA_RETENT). None of the KPI jobstreams need to be run if the KPI is only used in Workforce Rewards.)

Workforce-specific KPIs are delivered with Workforce Scorecard. If your implementation includes Workforce Scorecard, you can use those KPIs on the Data Element page in Workforce Rewards.

Note. You can only use the KPI-related options if your implementation includes Scorecard or Workforce Scorecard.

Defining Performance-Based Calculation Rules with a Goals Matrix

Access the Goals Matrix page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Goals Matrix, Goals Matrix).

Indicating the Number of Award Levels in the Scale

Using the Scale Group Box

The system labels the lowest, middle, and highest levels of the scale the Threshold, Target and Stretch, respectively:

Scale Group Box

Using the Matrix Group Box

Your goals matrix is made up of performance goals (which are the rows), and performance measures (which are the columns). Individual performance goals are defined using data elements. You create data elements using the Data Element page. On the average, a goals matrix may have from three to five goals, but some may have as many as ten. To list multiple goals in the Goals Matrix, place the cursor in the Data Element ID field and insert additional data rows.

For each individual goal follow these steps:

1. On the Matrix Elements tab, define the goal by selecting a Data Element ID from the prompt list values from the WA_CP_ELEM_VW table.

2. Enter a weight value for the goal in the Weight% (weight percentage) field. The system totals the weight percentages for all of the goals and displays the figure in the Total Weight field at the bottom of the page. You must ensure that the cumulative weights for all of your goals adds up to 100.00.

3. In each of the performance measure columns on the Scale Values tab, enter the Threshold, Target and Stretch values for this specific goal. For example, if the goal is Quarterly Billable Hours, and there are three levels, the performance measure values might be 200, 300, and 400 hours respectively.

Performing Goals Matrix Calculations for a Target Plan

Create a goals matrix with this page for use in conjunction with a compensation plan type called a target plan. The system uses the Goals Matrix to calculate a total score for an employee. The system compares the employee's total score to the scoring criteria defined in the target matrix in the Compensation Rules component, and determines the monetary value of the pay out the employee receives based upon their performance. Here's an example of how this calculation process works:

For this example let's take a goals matrix for employees who are off-site consultants, that calculates their quarterly bonus. We have three goals: billable hours (with values of 200, 300, and 400), customer satisfaction rating (with values of 1,2, and 3), and customer courses taught (with values of 2, 4, and 6). Because the goals are so different, we standardize them using a three level scale of 0, 50, and 100. Our Scale and goals look like this:

An employee, William Avery, has 350 billable hours, a customer satisfaction rating of 3, and he has taught 3 customer courses. Here's what happens when the system uses this goals matrix to evaluate his performance.

The system looks at his 350 billable hours, and interpolates this against the scale. (Interpolation means using an equation to calculate the value in between two known values.) The system does the same for his customer rating of 3, and his 3 courses. The results of the interpolation are as follows:

The interpolated scale value is the employee's actual performance standardized against the scale. Then, for each goal, the system multiplies the interpolated scale value by the weighting, to create a weighted rating for the goal. Then the system adds up the weighted ratings for all of the goals to get a total score.

The calculation process looks like this:

The system then compares the employee's total score against the scoring criteria defined in the target matrix in the Compensation Rules component, and determines the monetary value of the pay out the employee receives based upon their performance. For example, if the target matrix indicates that all employees with a goals matrix score between 50 and 75 should receive a bonus pay out equal to 2 percent of their base pay, then the system calculates a 2 percent bonus for William Avery.

Performing Goals Matrix Calculations for a Formula Plan

Create a goals matrix with this page for use in conjunction with a compensation plan type called a formula plan. In the formula plan, the pay out score is calculated in association with a payout rule. The payout rule must have a payout type of data element, where the data element is a goals matrix such as the one in the previous example. The pay out score is calculated from the goals matrix, as in the prior example, and interpolated against the monetary amounts in the scale to determine the actual pay out amount.

Creating a Data Element From the Goals Matrix

Defining Base Compensation Increase Rules with a Merit Matrix

Access the Merit Matrix page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Merit Matrix, Merit Matrix).

Rating Model

Select a Rating Model from the prompt list values, which are from the WA_RTGMDL_R00 table.

Completing and Using the Merit Matrix

Insert an additional row of data for each Review Rating in the Rating Model. Then, for each Review Rating, enter the recommended percentage pay increase for each of the employee pay range values as follows:

When you run the Compensation Planning and Simulation process (WA_CPS) to generate a compensation scenario, the system looks at an employees review rating, and determines where their current grade and pay fits on this matrix. The system then uses the averaged percentage increase recommendations to calculate the simulated percentage pay increase for the employee.

When you enter the recommended pay increase percentages into the merit matrix, take into account your organization's pay strategy, or the pay strategy that you want to model in a scenario. You may want to create multiple merit matrices to test the costs and benefits of changing your pay strategy. For example, you might create one merit matrix that provides higher pay increase percentages for employees who are at the low end of their salary ranges, but keeps pay increases at a minimum for employees who are currently at the top of their salary range. Or you may want to create a merit matrix that rewards high performers with higher recommended pay increases, and provides poor performers with lower recommended pay increases.

Controlling Compensation Distribution with Payout Rules

Access the Payout Rule page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Payout Rules, Payout Rule).

Compensation Type

Select a Compensation Type for the payout rule. Valid values are Currency Amount and Unit of Measure. A separate set of fields appear for each compensation type you select.

Defining Currency Amount Compensation

Defining Unit of Measure Compensation

You can also base the payout type on a Unit of Measure. Valid values include: Days, Dollars, Each, Man Hours, Number, Percent, Seconds, Square Feet, Stock Units, Time, and Units. If this is the case, then enter the Units and Value Per Unit.

Defining Base Pay Rules

Access the Base Pay Compensation Rule page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Base Pay Rules, Base Pay Compensation Rule).

Your next step is to use the setup data you have entered to define compensation rules. Building compensation rules is a little like creating a compensation plan. Except, rather than just specifying the compensation types that go into a compensation plan, you define rules for calculating the predicted pay out for a population of employees who participate in the compensation plan. You define rules for base pay, variable pay, and other pay (for example benefits), either individually or in any given mix that you specify.

Entering a Rule Type

Enter a Rule Type by selecting from the list of translate table values:

Specifying the Equity Type

For a Rule Type of Equity Increase, specify the type of equity in the Equity group box from the following options:

Defining Variable Pay Rules

Access the Variable Pay Rule page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Variable Pay Rules, Variable Pay Rule).

Using this Page

To complete this page follow these three basic steps:

1. Specify the Compensation Code, Compensation Type, and VC Plan ID (variable compensation plan identification code).

2. Specify the compensation distribution Plan Type.

3. Define the compensation rules in one of the three plan type group boxes.

Identifying the Variable Compensation Code and Type

Identifying the Compensation Distribution Plan Type

Enter a compensation distribution Plan Type by selecting from the list of Translate values.

Specifying Discretionary Plan Details

For a Plan Type of Discretionary Plan, select the Distribution Type from the list of translate table values: Business Unit, Department, Group, Job Code, and Location. You can choose to vary the distribution, or compensation pay out, to employees using any one of these dimensions. For any of these options select a Payout Rule ID from the list of prompt values, which are from the WA_CP_PYOUT_DFN table.

The discretionary plan takes the results of a payout rule, but distributes it based on the Distribution Type field. For example, if the Distribution Type is Department, the payout is distributed as a fraction of how many employees belong to a particular department. That is, if person X belongs in a department of 10 people and the payout to be distributed is 1000 units, each employee in that department receives 100 units as a pay out.

Specifying Formula Plan Details

The formula plan calculation process takes the results of a payout rule and distributes it to each employee in a workforce group who has that compensation rule assigned to it, without prorating or otherwise diluting the payout.

Select a Payout Rule ID for the formula plan from the list of prompt values, which are from the WA_CP_PYOUT_DFN table.

Specifying Target Plan Details

For a Plan Type of Target Plan, select the Data Element ID from the prompt list values, which are from the WA_CP_ELEM_VW table. The target plan applies a case or evaluation method for determining what payout is paid to an employee. The level of award for an employee is linked directly to a predetermined level of performance.

Note. Remember, if you are using a goals matrix with a target plan, you create a goals matrix on the Goals Matrix page. Then you tie the goals matrix to a data element on the Data Element page. The data element that you select using this page is the one that references the goals matrix you want to use with this target plan.

In the Compare Type field specify whether you want the first Data Element compared against a Static Value or against another Data Element. If you select Static Value, then complete the following fields:

If you select Data Element, then complete the following fields:

Specifying Other Pay Rules

Access the Other Pay Rule page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Other Pay Rules, Other Pay Rule) entering a setID and compensation Rule ID.

This page is essentially the same as the Variable Pay Rule page, with the following exceptions:

• It does not have the variable compensation plan ID field.

• Its intended use is for benefits-related compensation, so instead of earning code field it has a benefit plan field

Setting Up Frequency Details for Compensation Models

You use Frequency ID Codes on the Compensation Model page. You set up these codes on the EPM Foundation, EPM Setup, Common Definitions, Calendars, Frequency and Frequency Details pages. You can also access the Frequency Details page directly from the Workforce Analytics, Compensation Strategy menu, enabling you to review the frequency IDs in the system. These pages are documented in the Enterprise Performance Management Fundamentals 9.1 PeopleBook.

See Also

Defining Accounting Calendars

Setting Up Workforce Groups for Compensation Models

You use workforce groups on the Compensation Model page. You set up workforce groups using the Workforce Analytics, Workforce Analytics Setup, Workforce Groups component. These pages are documented in the PeopleSoft Workforce Analytic Applications 9.1 PeopleBook.

See Also

Setting Up Workforce Groups and Group Sets

Setting Up Model IDs for Compensation Models

Before you use the Compensation Model page, you must set up a model ID on the EPM Foundation, Business Metadata, Business Framework, Models page. This page is documented in the Enterprise Performance Management Fundamentals 9.1 PeopleBook.

See Also

Defining Models and Scenarios

Defining a Compensation Planning and Simulation Model

Access the Compensation Model page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Setup Compensation Model, Compensation Model).

Understanding the Purpose of this Page

The purpose of this page is to tie together the setID, model ID, workforce groups, compensation rules, and calculation frequencies needed to use the model in a scenario. The model definition tells the Compensation Planning and Simulation process (WA_CPS) what compensation data to calculate for what group of employees, and on what frequency.

Two Methods for Beginning the Model Definition

You have option of cloning your model and rules from an existing one. To do this select a model ID in the Clone Model ID field. Prompt values are from the WA_CP_MODL_TBL table. If you choose to do this, edit the model setup and rules to create your new model.

You also have the option of creating your new model manually. To do this bypass the Clone Model ID field and proceed to complete the fields on the remainder of the page.

In the Group ID field, select the overall workforce group which encompasses all of the workers you want to include in the model. Prompt values are from the WA_CP_GROUP_DFN table.

Select the Include Current Pay check box if you want the system to automatically include employees' current base salary in their compensation calculations. This is useful when you want to model the total compensation impact of compensation changes. Leave it cleared if you want the system to omit current pay from the compensation calculations. This is useful when you want to model only the change in compensation.

Note. Always select the Include Current Pay option if you plan to use the data from a compensation analytic model in the Planning and Budgeting Position Budgeting feature.

Defining the Rule Sequence

Use the Rule Sequence group box to specify the sequence of groups and compensation rules you want to include in the model.

Setting Up Compensation Scenario IDs

Before you run the Compensation Planning and Simulation process in Compensation Strategy, you must have set up a scenario ID using the EPM Foundation, Business Metadata, Business Framework, Scenarios page. These pages are documented in the Enterprise Performance Management Fundamentals 9.1 PeopleBook.

See Also

Defining Models and Scenarios

Generating the Compensation Planning Scenario

Access the Run Compensation Scenario - Run Jobstream page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Run Compensation Scenario, Run Compensation Scenario - Run Jobstream).

To generate a Compensation Planning scenario, you run a PeopleTools Application Engine (AE) process called Compensation Planning and Simulation (WA_CPS). The run control definition includes these basic elements:

• Business unit

• Scenario ID

• Fiscal year and accounting period

• Jobstream ID

Scenario ID: Running CPS as a Forecast versus Historical Process

The scenario ID you select using this page can be for either a Forecast or a Historical scenario.

The Retention Assignment and Workforce Simulation processes can serve as a basis for input to the CPS process, when it is run for Forecast scenarios. You can use constraints to integrate the results of the Retention Assignment engine into your compensation rules, or use the reduced employees in WA_GROUP_F00 as a workforce group. You can also use the Workforce Simulation process to generate a simulated workforce in WA_JOB_S00, consisting of your existing employees in a business unit, plus any new simulated employees and reduced employees (employees to be removed from your workforce). The CPS process can take the simulated workforce generated by the Workforce Simulation process, and use it as input for calculating compensation costs and values. CPS can simulate several varieties of base compensation rules, as well as an infinite number of changes to variable and benefits compensation rules.

If you run CPS as a Historical scenario the system uses the existing workforce from JOB_F00 to populate WA_JOB_S00. In this case you do not use inputs from either retention strategy or workforce simulation.

Jobstream ID

When you use the Run Jobstream run control you can access and run other jobstreams, but these are the basic jobstreams and engines delivered for Compensation Planning and Simulation:

CPS Process

The CPS process performs calculations using the groups and rules that apply to the business unit, setID, model ID and scenario ID defined on the run control, if the process is not already approved. The process performs calculations using the annual rate and annual amount base currency equivalent fields in the tables. The process does not convert rates and amounts back to hourly or monthly. For each job with changed compensation data, new rows of data are added to the WA_JOB_S00 table. Each row of data is associated with a personnel action of PAY and a reason of CPS.

The high-level sequence of tasks performed by the CPS process is as follows:

1. Resolves the model rules.

2. Prepares input from the WA_JOB_S00 table.

3. Flattens trees (for Job Code, Organization, and Compensation Code).

4. Calls the subprograms stored in the application libraries in the following order:

CPS Process Output Tables

When you run CPS, the process populates these final output tables:

Loading the Analytic Model

After the CPS Process generates your scenario, it automatically calls the Load Analytic Model (WA_CP_BAM_LD) application engine to generate an analytic model instance with the same ID as the scenario ID. Hence, you need not run the process from the Load Compensation ACE Model page. You can still manually load an analytic model using the page, should you wish to reload the model or to load the scenario results into multiple analytic models.

Immediately after the Load Analytic Model application engine process completes, you can review the scenario results in the ACE model.

Reviewing and Analyzing a Compensation Scenario

This section provides an overview of compensation scenario review and analysis and discusses how to:

• Run Crystal reports to review your scenario.

• Review results of data elements applied to a scenario.

• Review merit matrix table setup.

• Review pay rules setup.

• Review compensation scenario.

Understanding Compensation Scenario Review and Analysis

By generating a Compensation Planning and Simulation (CPS) scenario and running the Compensation Planning and Simulation Application Engine process (WA_CPS), you produce results that define a compensation strategy and budget. The next step is to review your work and analyze the results of your scenario. To assist you we provide the following analysis tools:

• Six Crystal reports to review the setup for your calculation, payout rules, and compensation rules, and compensation models.

• The Compensation Scenario Analysis component to review and analyze compensation scenario output.

  Note. Using this component you can also make changes to the compensation scenario output. However, if you save changes to an approved scenario the status is reset to awaiting approval.

Analyzing and reviewing your compensation scenario is an iterative process. If you don not think the data output from your scenario is satisfactory, then go back to the various setup steps outlined in this chapter and change the groups and rules as needed. Then run the Compensation Scenario process over again, and analyze and review the results. Keep doing this until you are satisfied you have identified the scenario with the desired results.

Understanding the Compensation Scenario Analysis Component

The Compensation Scenario Analysis component provides functionality to enable a compensation analyst to review and alter the results of a CPS scenario online using ACE (Analytic Calculation Engine). ACE is a decision support tool that provides real-time, multidimensional modeling. With ACE the compensation analyst can review, analyze and alter CPS scenario results to ensure they meet the overall compensation strategy and budget of your organization. The analyst can analyze and alter scenario results without having to change the model and rules, and rerun the process.

There are nine pages in the Compensation Scenario Analysis component, each designed to analyze a specific aspect of the compensation scenario output. The Compensation Scenario Summary page is designed to view and analyze the compensation allocation in the scenario across any combination of dimensions. The remaining pages provide a preset combination of dimensions that enable you to alter the data at the plan, rule, group, department and employee level, and by amount or percent.

Pages in the Compensation Scenario Analysis component display one of two views:

• Budget plan: For base pay rules a budget plan is the roll up of values for action reasons. For variable pay rules a budget plan is the roll up of the values for variable compensation plan IDs. In this view the budget plan roll-ups are displayed, but not the breakdown of data for individual compensation rules.

• Compensation rule: In this view the breakdown of data for individual compensation rules is displayed.

For more information regarding the Analytic Calculation Engine, see the PeopleTools PeopleBook: PeopleSoft Analytic Calculation Engine.

Using the Compensation Scenario Analysis Component

Each page in the Compensation Scenario Analysis component has an analytic grid for multidimensional analysis. The grid contains data cubes (categories of data) and dimensions. You can use the analytic grid to edit your data, pivot data cubes and dimensions (move them between the row and column axis of the grid) to gain a different view of your data, and view selected "slices" of your data. Within an analytic grid, you can expand and collapse those dimensions that have a hierarchical structure; you can also drill down into such dimensions.

You can alter the results of the scenario in the grid. For example, you can alter the Employee Value, Employer Expense or the Allocated Stock Units by entering an amount or percentage in the Alter Method and Amount columns. The Current Altered Amount and Altered Stock Units automatically reflect the result of this change. The system also prorates this change across all rows that roll up to this level. Any changes to the Stock Units are reflected in the Employee Value column. The Total Altered Expense and Total Altered Value reflect the aggregated results of all the changes you make in other pages when altering the data by different dimensions. The Average Value reflect the average amount per employee for each dimension members combination (excluding zero amounts). You can also modify preferences within the grid—saving a particular layout that you have created or returning to the default grid layout.

Note. The system does not allow you to alter a value of 0. For example, if a row in the Stock Units column displays "0", you cannot adjust it in the Alter Method and Amount columns.

All prorated amounts are rounded to the nearest cent and stock units are rounded to whole number. This may result in some discrepancy between target amounts and total altered amounts, which is expected due to rounding and aggregation.

If multiple users are altering the same model simultaneously, they may override each other yielding unpredictable results and error messages. It is thus not recommended that multiple users access the same model simultaneously.

Each grid contains a slice bar, which enables you to view a subset of your data. You can slice your data by choosing from any list—representing data cubes or dimensions—that appears on the slice bar by default. In addition, you can add data cubes or dimensions to the slice bar and use them to view alternate slices of your data.

Each page in the component also contains a graphic chart to represent your data. The bar charts compare the total altered Employer Expense to the total altered Employee Value for the scenario, and a specific dimension (such as budget plan or employee). The x axis displays the first dimension in the grid. When you hold the cursor over the charts, they also display the exact monetary amounts for Total Employer Expense and Total Employee Value for the scenario.

Note. Charts can respond to changes you make in the grid, but this requires that you click the Refresh Chart button.

Although the intersections of data, or dimensions, presented on each page of the Compensation Scenario Analysis component are different, the basic page function and grids are the same. With the Compensation Scenario Analysis component you can:

• Review the compensation allocations in the scenario across a given set of dimensions.

• Determine if the allocations are in alignment with your organization's compensation strategy and budgeting constraints.

• Manipulate the scenario output at the department, group, employee and compensation rule level.

Limiting Access to the Compensation Scenario Analysis Component

You can limit access to the component using PeopleTools security (permission list) so that only certain users can review or alter scenarios. In addition to PeopleTools security, you can strictly limit access to scenarios using scenario-level security. If a user does not have security access for a given scenario, they cannot access it. If you grant users access to a scenario, they have access to all scenario data within that scenario, so that they can view all the data they are approving. Therefore, for those operators you have granted such security, you may also want to grant them department level security for all department within their scenarios. This enables them to review all the employees on pages with department-level security.

Note. When working with the Department dimension in the Compensation Scenario Analysis component, you can only select, view, and drill down to departments and employees for which you are authorized. Non authorized departments and employees are not available. The totals, however, represent the overall total amounts for all employees, regardless of security access.

Pages Used to Review and Analyze Your Compensation Scenario

Common Elements Used in the Compensation Scenario Analysis Pages

The following fields are common to each page in the Compensation Scenario Analysis component.

Running Crystal Reports to Review your Scenario

Use the following Crystal reports to review the data setup for your Compensation Strategy system:

• Data Elements Crystal report (WAC0016) for reviewing your data elements.

• Goals Matrix Crystal report (WAC0015) for reviewing your goal matrixes.

• Merit Matrix Crystal report (WAC0017) for reviewing your merit matrixes.

• Payout Rules Crystal report (WAC0014) for reviewing your payout rules.

• Compensation Rules Crystal report (WAC0013) for reviewing your compensation rules.

• Compensation Model Crystal report (WAC0012) for reviewing your compensation models.

Note. Samples of these reports are provided with your documentation.

See Also

Workforce Rewards Reports

Reviewing the Results of Data Elements Applied to a Scenario

Access the Review Data Elements page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Review Data Elements, Review Data Elements).

Entering Search Criteria

Use the active fields at the top of the screen to indicate search criteria for the rows of data you want to see displayed in the grid on the bottom of the page.

Reviewing the Data Elements Data

Based on your search criteria, the system displays a row of data for each employee in the scenario whose compensation calculations were based on a data element. You use the display to view the results of the data elements after the Compensation Planning and Simulation process is run. For example, if you want to view the results of an employee's goals matrix score, do that here.

Note. If no data is available for the search criteria entered , a note appears in the grid informing you that no data is available.

For each row of data displayed, the system provides the EmplID and:

Note. On inquiry pages such as this one, row-level security can go down to the employee level. This means, if your implementation has row-level security, and you don't have security to see an employee, you won't. The employees you see in the grid, on this page, can vary depending upon your level of security access.

Reviewing Base Pay Rules Setup

Access the Base Pay Rule (summary) page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Review Rules, Base Pay Rule).

This page summarizes the base pay rules you defined in the Base Pay Rules and Other Pay Rules pages. This page displays the setup for the selected compensation rule from the WA_CP_RULE_DFN table, and different fields display depending upon the compensation rule selected.

Reviewing Variable Pay Rules Setup

Access the Variable Pay Rule (summary) page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Review Rules, Variable Pay Rule).

This page summarizes the base pay rules you defined in the Variable Pay Rules and Other Pay Rules pages. This page displays the setup for the selected compensation rule from the WA_CP_RULE_DFN table, and different fields display depending upon the compensation rule selected.

Reviewing the Compensation Scenario Summary

Access the Compensation Scenario Summary page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Compensation Scenario Summary).

The Compensation Scenario Summary page displays period level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each accounting Period, the system displays the monetary amounts for the Average Value, total altered Employee Value, and total Altered Employer Expense.

The page also includes all the dimensions and attributes available for analysis as well as variance columns to reflect the results of your changes in the other pages. These variance columns are: Expense Variance, Value Variance, Stock Units Variance. The variances indicate the difference between the original scenario budgeted amounts and your alterations.

Note. You cannot make alterations in this page.

Reviewing the Budget Plan

Access the Budget Plan page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Budget Plan).

The Budget Plan page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can use this page to alter the amounts using the Alter Method and Amount cells, when available.

Reviewing the Compensation Rule

Access the Compensation Rule page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Compensation Rule).

The Compensation Rule page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Workforce Group and Budget Plan

Access the Group and Plan page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Group and Plan).

The Group and Plan page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Workforce Group and Compensation Rule

Access the Group and Rule page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Group and Rule).

The Group and Rule page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Department and Budget Plan

Access the Department and Plan page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Department and Plan).

The Department and Plan page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

This page enables you to view the department data by departmental roll-up totals or for one department only. You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Department and Compensation Rule

Access the Department and Rule page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Department and Rule).

The Department and Rule page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Employee and Budget Plan

Access the Employee and Plan page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Employee and Plan).

The Employee and Plan page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

This page enables you to view the department data by departmental roll-up totals or for one department only. You can also see simulated employees belonging to a selected department. To select an individual employee you can drag the employee dimension to the slicer You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Reviewing the Employee and Compensation Rule

Access the Employee and Rule page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Analyze and Alter Scenario, Employee and Rule).

The Employee and Rule page displays budget plan rule level data about the scenario compensation costs. The compensation costs are categorized as either an Employer Expense or an Employee Value. For each budget plan the system also displays the monetary amounts for the Average Value, Current Altered Amount, Altered Employee Value, Total Altered Employer Expense, and Average Altered Value.

You can also alter the amounts on this page using the Alter Method and Amount cells, when available.

Manually Loading the Analytic Model

When you run the Compensation Planning and Simulation (WA_CPS) process, it automatically calls the Load Analytic Model (WA_CP_BAM_LD) application engine to generate an analytic model instance with the same ID as the scenario ID. Therefore, you can use the Load Compensation Planning Analytic Model run control page to manually load or reload the analytic model. You can also use it to load the scenario results into multiple analytic models to test (and save) different assumptions.

However you cannot load multiple scenarios into a single model—loading a scenario into a model overwrites any preexisting scenario. Also reloading the same scenario into the same analytic model will reset any adjustments made to this scenario. You should create multiple analytic models for different users or different sets of assumptions.

Note. There is no need to load multiple models for analysis only, the default model should be sufficient.

Due to the limited resource of ACE, you should try to reuse the same model ID whenever possible.

Both approved and pending scenarios can be reloaded. If the scenario/model was already approved, the status is reset to awaiting approval.

See Generating the Compensation Planning Scenario.

Page Used to Manually Load the Analytic Model

Running the Load Analytic Model Process

Access the Load Compensation Planning Analytic Model (run control) page (Workforce Analytics, Compensation Strategy, Setup Compensation Scenario, Load Analytic Model, Load Compensation Planning Analytic Model).

Business Unit	Select a business unit from the prompt list values.
Scenario ID	Select a Scenario ID from the prompt list values.
Analytic Model ID	Enter a new or existing ace model ID.

Approving a Compensation Planning Scenario and Passing the Data to the Planning and Budgeting Application

Once you have analyzed your scenario output and made a decision that the scenario has the desired results, your next step is to approve the results. A compensation planning scenario can be approved using the Compensation Scenario Approval (WA_CPS_APPRV) application engine process, accessed via the Compensation Scenario Approval page. Due to the large number of rows of data that need to be moved to the target tables, it is more efficient to use an application engine batch process.

Note. When you run the Compensation Scenario Approval application engine process, the system updates the scenario status to Approved. You can reapprove an approved scenario (destructive load for the selected business unit/scenario), but the system warns you that the scenario was already approved for the specified business unit.

Bringing Altered Scenario Data Back from ACE

When you have worked with an ACE model and run the scenario approval process, the system loads the CPS final output table WA_CALC_TGT, with the new information from the ACE Model.

Loading Compensation Planning Scenario Data Into Planning and Budgeting Tables

The WA_CPS_APPRV application engine process also enables you to load your compensation planning forecast scenario data into Position Budgeting tables in the Planning and Budgeting application. Some of the compensation planning information loaded into the position budgeting tables include:

• Employee information: such as existing and simulated employee IDs, employee status, business unit, position, job code, department, and location.

• Salary information: such as annual salary and annualized earning amounts.

• Benefits information: such as benefits plan type and annualized employer expense.

The compensation planning scenario data that is provided to Position Budgeting originates from the following Workforce tables:

• WA_JOB_S00

• WA_CALC_F00

• WA_CALC_TGT

• WA_CP_RULE_TBL

• POSITION_DATA

The aforementioned Workforce tables load the following Position Budgeting tables:

• BP_JOB_F00: loaded by the WA_JOB_S00,

• BP_COMP_F00: loaded by the WA_CALC_F00, WA_CALC_TGT, WA_JOB_S00, WA_CP_RULE_TBL tables.

Note. BP_POSITION_D00 is loaded from POSITION_DATA

Once you have specified Workforce tables as a data source in the Position Budgeting feature, simply run this application engine process and the compensation planning scenario data is transferred to the applicable tables.

See Integrating with Other Applications.

The additional compensation planning data provides the Position Budgeting feature with more granular compensation, employee, and salary information, and more flexibility when planning resource changes, such as headcount and salary.

Warning! When loading compensation planning scenario data into Position Budgeting, do not approve analytic models if they do not include current pay; this may skew the salary amounts.

Page Used to Run the Compensation Scenario Approval Process

Running the Compensation Scenario Approval Process

Access the Compensation Scenario Approval page (Workforce Analytics, Compensation Strategy, Analyze and Approve, Approve Scenario, Compensation Scenario Approval).

Specify the parameters for running the Compensation Scenario Approval (WA_CPS_APPRV) Application Engine process.