Incentive Compensation Analyst
Code Name
ORA_CN_INCENTIVE_COMPENSATION_ANALYST_JOB
Duty Roles
This job role is related to the following duty roles:
Subject Areas
This job role secures access to the following subject areas:
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Incentive Compensation - Compensation Plan Assignments Real Time
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Incentive Compensation - Earning and Attainment Summary Real Time
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Incentive Compensation - Participant Compensation Plan Real Time
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Incentive Compensation - Participant Interval Goals Real Time
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Incentive Compensation - Performance and Earnings Summary Real Time
Business Questions
This job role secures access to data that can answer the following business questions:
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Is the dispute load balanced between my analysts? Asked by compensation managers.
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Who got paid what amount and from where, at the detail level?
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What is the total quota by performance measure for the period across the organization?
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What is the current status of the payment batches? Are they paid, reviewed, or frozen?
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What are the various attainment attributes associated with my credits?
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To what country and business unit does the participant belong?
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When was a given participant assigned to a specific pay group?
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What are the credit rules which a credit receiver is assigned to?
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How much credit did a participant receive for their sales transactions?
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Which of my direct reports' attainment or earnings are below the wanted performance expectation?
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Does the participant have an individualized target incentive for the plan?
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How are these targets individualized across the participants.
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What is the total quota by performance measure for the interval across the organization?
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What pay groups are in the application? What are their types and descriptions?
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What are the criteria for a rule including the inherited criteria from the ancestors?
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Are my individualized performance measure goals set properly?
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As a participant manager, what are the targets and goals settings for my direct reports?
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Is the company on track to attain its goals? Who is lagging and might require coaching?
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What is the total quota across the organization by performance measure for the interval?
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As a participant manager, which pay groups do my direct reports belong to?
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What is my cost of compensation by participant, plan component, plan, and frequencies?
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How do participants' plan component earnings compare with their personalized target incentives?
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Do I have to realign quota based on current attainment levels?
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What are the assignment start and end dates for a participant?
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What is the status of each paysheet within the payment batches?
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What are the rules effective as of the given date in the hierarchy?
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What are the results of the collected transactions before the crediting process?