14Workforce Compensation Overview

This chapter contains the following:

Workforce compensation plans are the basis for all group compensation setup. You can configure various plan aspects, such as the allocation type and the columns you want to display in the worksheet. When you set up a plan, you determine how you want to design and manage budgeting, models, and the approval hierarchy.

Decisions you make when you set up a Workforce Compensation plan impact the worksheet response time when managers allocate compensation. Tabbing, scrolling, and real-time values calculations affect the worksheet performance. While you can't avoid real-time value calculations completely, you can make sure you're using them effectively.

Alerts and Dynamic Calculations

Real-time calculations occur when you select the Change worksheet data trigger on the Configure Alerts or Manage Dynamic Calculations pages. The more you use this trigger or the more conditions within a calculation, the longer the worksheet takes to respond.

Every time a manager tabs out of a field, the application evaluates each condition in each item with that trigger enabled. For example, you have four columns with a dynamic calculation, with five conditions each. The application evaluates 20 conditions, regardless of whether or not the column being populated has a dynamic column configured for it.

To lessen the impact, only configure dynamic columns where you really want to test worksheet performance, and then add additional dynamic columns as needed.

Separate Plans for Different Roles

You should consider your audience when you set up calculated columns. For example, if you want to calculate values in columns for administrators to view on the Administer Workers task, you can create a separate plan for those values. Then, use the cross referencing feature to supply the value to the manager's worksheet. This set up decreases the number of dynamic columns processed during batch processing and worksheet data changes.

Separate Worksheet Tasks

The overall number of columns enabled in the worksheet can also affect performance. You can disable all the Personal and Employment columns on the Compensation task type. Then, enable a Detail Table Only task type to show all the personal and employment information for workers. Managers have access to the information within the plan with fewer columns on the allocation sheet means less scrolling and better performance.

Validate Plan and Test Worksheet Performance

When you complete your setup and before you start my plan, validate the plan to ensure the evaluation order is correct for any dynamic columns. Improperly sequenced dynamic columns can have unexpected results, cause confusion for managers, and affect worksheet performance. As you test your worksheet performance, you can add or remove dynamic calculations or alerts to make sure the plan works at peak performance.

Conclusion

Workforce Compensation is flexible and can accommodate a wide variety of requirements. However, some of these accommodations can make it difficult for users by slowing the performance.

Some things to keep in mind when you set up your plans are:

  • Use default methods, like external data, to refrain from doing calculations in Fast Formula. While this doesn't improve worksheet performance, it improves the batch processes performance.

  • Create an administrative plan for all the calculations. Then you can return the results to the managers' plan by cross referencing the columns.

  • Limit the number of dynamic calculations and alerts that use the Change worksheet data trigger.

  • Enable Detail Tables for personal and employment information so that managers can see information within the plan without navigating to HR or scrolling through the worksheet.

  • Validate the plan after you complete your setup to make sure dynamic columns have the evaluation orders properly sequenced.

  • Test performance in the production environment by starting the plan, setting the status to Administrative, and checking the worksheet performance.

Workforce Compensation Lookups

You can use lookups in a workforce compensation cycle. Edit these lookups at any time using the Manage Lookups task in the Compensation work area.

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. You can add different adjustment values to the CMP_BUDGET_AUDIT_REASONSlookup type. Values that start with CMP show in audit history.

You can start using these reasons right away as they're provided with the application. But you can't change or delete them.

  • 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

Nonmonetary Unit of Measure Lookups

You use nonmonetary units of measure throughout workforce compensation. You can change existing values or add values to the CMP_NONMONETARY_UOM lookup type. These nonmonetary units of measure are provided with the application:

  • Days

  • Hours

  • Items

  • Shares

  • Units

User-Defined Column Lookups

Enable managers to select from relevant choice lists by creating columns and configuring user-defined lookup types. For example, you create a user-defined column called Up For Promotion. You configure the related user-defined lookup type to show two values: Yes and No. Managers can use the user-defined column to indicate which workers are up for promotion.

These user-defined column lookup types are provided with the application. Their lookup codes need to be numeric.

  • 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

The provided value is Default.

You can also create lookups, with numeric codes, to go with these columns.

A combination of plan configuration, a person's user role, and a person's security profile controls workforce compensation security.

Plan Configuration

Selections you make when you configure the plan affect security in the following ways:

  • Plan hierarchy controls manager worksheet access and the workers a manager can see within each plan.

  • Plan access overrides delivered security by limiting plan access to certain roles.

  • Plan status controls manager access to plans, including whether a plan is available to only administrators.

User Roles

User roles control access to plans as follows:

  • Delivered job roles and duty roles contain elements used to act on and manage workforce compensation plans.

  • You can create your own roles to give or remove access to specific compensation tasks.

Person Security Profile

A person's security profile:

  • Controls the managers the person can switch to in the Workforce Compensation work area

  • Controls people the person can search for and act on in the Administer Workers page in the Compensation work area

  • Determines the workers included in the full administrative download

For more information about workforce compensation security see Security and Workforce Compensation (Doc ID 1556468.1).

FAQ

When you configure your workforce compensation plan worksheet page display, enable the three modeling options on the Actions tab. On the Configure Modeling page, select the allocation methods and model usage options. Now, managers can open, create, and apply models on their worksheets.