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.

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.