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Administration Guide CUSTOMER

SAP SuccessFactors Variable PayDocument Version: Q1 2016 – March 4

Variable Pay

Content

1 Abstract. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

2 Document History. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

3 What is Variable Pay?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

4 Terminology. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

5 Overview of Variable Pay set-up. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

6 How to Set Up the Relevant Administrative Permissions?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

7 How to set up the Executive Review Permissions: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

8 How to Manage Currency Conversion Tables?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

9 What is a Route Map?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 169.1 How to Load and Modify a Route Map?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 169.2 Which Files Do You Need to Import?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Employee History Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Business Goals Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Eligibility Rules Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Bonus Plans Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Business Goal Weights Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23How Are These Files Related?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

9.3 How to Edit Employee History Data?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25How to use the Employee History Editor?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

9.4 Calculate Bonus Payout. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 279.5 Variable Pay Bonus Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Create and Review Variable Pay Bonus Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29What Happens to Variable Pay Worksheets Next?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

9.6 How to Move, Add, or Delete Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 349.7 Update Worksheets for a Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

Transfer Variable Pay Forms to Other Managers Automatically. . . . . . . . . . . . . . . . . . . . . . . . . . . . 379.8 Assignment-Based Rating. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

What is Assignment-based Rating?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37How is the Team/Individual section payout amount or percent calculated?. . . . . . . . . . . . . . . . . . . 39UI Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

10 Configuration Choices and Calculations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

2C U S T O M E R© 2016 SAP SE or an SAP affiliate company. All rights reserved.

Variable PayContent

10.1 Edit the program properties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4410.2 Set the Bonus Calculation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4810.3 Define the Budget. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4810.4 Configure the Budget. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4910.5 Define the Name and the Visibility of Labels. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5010.6 Use the Column Designer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5110.7 Define the Form Template Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5210.8 Define the Number Formatting Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6110.9 Enable the Variable Pay Live Analytics View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6210.10 Set Override Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6310.11 Define the Visibility of the Live Profile View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

11 Define a Personal Variable Pay Statement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6611.1 Create a Personal Variable Pay Statement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6611.2 View the generated statement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

Enable the Variable Pay Statement Tag in the Employee Files. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

12 Complete the Compensation Cycle. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6912.1 Publishing selected worksheets in Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

13 Variable Pay reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

14 Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7314.1 Variable Pay Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7314.2 Variable Pay: administrative set-up tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7514.3 Employee History Editor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8014.4 Calculate Bonus Payout. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8214.5 Bonus Calculation Without the Business Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8314.6 Step-by-Step Guide to Creating Variable Pay Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83

Deleting Already-Created Bonus Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85Handling of VP Forms after Creation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87Variable Pay Worksheet - Employee Membership. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88Update Variable Pay Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90

14.7 Live Profile View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9214.8 What is de-centralized administration?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .93

Enabling de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 93Creating and managing admin groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94SuccessFactors objects that are affected by de-centralized administration. . . . . . . . . . . . . . . . . . . 96Access to guidelines under de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96Example of guidelines management access for Local Admins. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97Other considerations for implementing de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . 98

14.9 De-Centralized Admin for Variable Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9914.10 How do you manage Variable Pay guidelines?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104

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C U S T O M E R© 2016 SAP SE or an SAP affiliate company. All rights reserved. 3

Creating New Guidelines. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10514.11 Access Variable Pay Provisioning settings in Admin Center. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10914.12 Employee Central - Variable Pay Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110

Preparing the Variable Pay Template for Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112Mapping the Fields - Employee History. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112Mapping the Fields - Entry Level. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .113Defining the Variable Pay Eligibility Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114Configuring the VRP Employee Central Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115Assigning Eligibility Rules to Bonus Plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116Importing Employee History from EC. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117Performing Standard Variable Pay Process Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119Publishing Variable Pay Data to Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119FAQ: Employee Central - Variable Pay Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121Hybrid Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122

14.13 Enabling Bonus Forecasting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12314.14 Assignment Level Custom Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125

Assignment Level Custom Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12814.15 Using the Column Designer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12814.16 Team Rating (Label) in Variable Pay Ad Hoc Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13514.17 Configuring Flexible Payout Curves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .136


Variable PayContent

1 Abstract

This guide covers how to administer the SuccessFactors Variable Pay module. It is intended for anyone who needs detailed knowledge about managing an instance of the Variable Pay module and the accounts for their users.

This guide covers how to implement and configure the SuccessFactors Variable Pay module. It is intended for Professional Services, Customer Success, Solutions Consultants, Sales, and anyone else who needs detailed knowledge about the implementation of the Variable Pay module.

Variable PayAbstract


2 Document History

Q1 2016

Table 1: Changes to this Guide in Q1 2016

What's New Description More Information

February 26

Company Settings. You can now enable the following options in Company Settings page of the variable pay plan: Include only Completed Variable Pay worksheets, Enable Executive Review Edit-in-place.

Access Variable Pay Provisioning settings in Admin Center [page 109]

Publishing selected worksheets in Employee Central.

You can now publish Variable Pay changes from completed worksheet by using the 'Publish Selected Worksheets in Employee Central' option in the Variable Pay Plan. Previously, only an Admin could do this..

Publishing selected worksheets in Employee Central [page 70]

Team rating label in Ad Hoc reports.

You can now view 'Rating' label in variable pay Adhoc Reports similar to compensation.

Team Rating (Label) in Variable Pay Ad Hoc Reports [page 135]


Variable PayDocument History

3 What is Variable Pay?

Variable pay is employee compensation that changes as compared to salary which is paid in equal proportions throughout the year. Variable pay is used generally to recognize and reward employee contribution toward company productivity, profitability, team work, safety, quality, or some other metric deemed important.

In SuccessFactors, Variable Pay is also a module that processes employee history data to determine and calculate eligibility for variable pay of employees. Variable Pay facilitates the administration of complex variable pay programs that include quantitative business performance and employee performance measures.

1. Forecasting FunctionalityVariable Pay allows you to model and forecast up to two different achievement levels and compare them to actual results. This is beneficial when incentive projections/accruals are due throughout the year and for forecasting ‘what if’ scenarios. Once the program is configured, the Compensation Administrator can easily change the forecasts, run the calculations, and provide a report out on estimated incentive costs.

2. Pro-ration of PayoutsVariable Pay provides the ability to prorate incentive awards. This is beneficial in recognizing participation across multiple bonus plans during the performance period and/or recognizing changes in incentive target or salary. Pro-ration of awards can be based on assignments (multiple bonus plans) and drives pay for performance – it ties performance in each assignment to an award based on associated goals and achievements. Additionally, cost savings may be recognized through pro-ration of incentive targets and/or salary changes throughout the year.

3. Budget for discretionary component onlyVariable Pay offers the ability to budget and track incentive plans, which allows managers to monitor and manage spending and costs.

Variable PayWhat is Variable Pay?


4 Terminology

The following terms and definitions are used in this handbook:

Table 2:

Term Definition

Employee Demographic Data The standard data set imported into the system by user import.

Employee Compensation Data The additional data imported into the system for compensation purposes (for example, current salary, pay grade).

Employee Historical Data The additional data imported into the system for employee bonus purposes. This data may contain one or more records per employee. This data is very customer-specific; it includes basis data as well as eligibility-related data.

Assignment The attachment of an employee to a bonus plan for a specific time interval. This assignment is determined by applying the compensation plan eligibility rules to the employee historical data for each bonus plan and employee.

NoteIt is possible for an employee to be eligible for more than one bonus plan per time period and thus occupy two or more assignments at once.

An assignment is also created when the target changes, or when the goal results they are tied to changes.

Assignment Basis The base amount used to calculate bonuses for a specific assignment. It can be imported as local currency, but can only be stored as functional currency.

Assignment Proration The coefficient that represents the portion of the employee's time in the assignment over the total review period.

For example, if the review period is 365 days and the employee assignment for a particular bonus plan is 182,5 days, then the assignment proration would be 182,5 days/365 days= 0,5.

Business Goal Specific business goals are defaulted to specific bonus plans.


Variable PayTerminology

Term Definition

Goal Weight Each goal is weighted in relation to the other goals in an assignment. Per default, the sum of all goal weights in an assignment must be 100 %.

The goal weight is multiplied by the assignment target amount to determine the goal basis. The default goal weight is determined by the bonus plan/ business goal relationship.

The goal weight can be changed per assignment.

Exception An occurrence when the employee history data in the system is replaced by employee history data imported by the administrator.

Override An occurrence when parts of the calculated bonus data are replaced by values, manually inserted by the administrator.

Bonus Cap Percent A percentage defined at bonus plan level that represents the maximum bonus allowable for that bonus plan assignment.

The application multiplies the bonus cap percent by the assignment target amount to determine the bonus cap amount.

Bonus Cap Amount An amount that represents the maximum bonus allowable for that bonus plan assignment. The application multiplies the bonus cap percent by the assignment target amount to determine the bonus cap amount.

Variable PayTerminology


5 Overview of Variable Pay set-up

Variable Pay set-up can be broken down into four main process steps: Configure, Import, Calculate, and Set Permissions.

The following diagram shows the Variable Pay set-up process and the tasks performed at each step.

NoteThe graphic depicts the an overview of the process to set up Variable Pay. Some of these tasks may be performed by your SuccessFactors consultant when they provision your account. This guide only describes the tasks that your administrator can perform.


Variable PayOverview of Variable Pay set-up

6 How to Set Up the Relevant Administrative Permissions?

We recommend creating a "technical user" to handle Variable Pay administrative tasks, especially as the owner of Business Goals so that a goal owner becoming inactive does not result in an unusable goal. Authorized users can then be granted proxy permission to access the technical user in order to perform Variable Pay activities.

The following highlighted permissions need to be set in the Admin Tools for Variable Pay for the Variable Pay technical user: Go to Admin Tools Set User Permissions Manage Permission Roles .

Variable PayHow to Set Up the Relevant Administrative Permissions?



Variable PayHow to Set Up the Relevant Administrative Permissions?

7 How to set up the Executive Review Permissions:

The following highlighted permissions need to be set in the Admin Tools Set User Permissions Manage Permission Roles to permit access to the Executive Review for managers, administrators, HR business partners, etc.. Note that for a given role, it is recommended to grant either "read" or "edit" permission, but not both in the same role.

Variable PayHow to set up the Executive Review Permissions:


8 How to Manage Currency Conversion Tables?

Context

Currency conversion rate tables are uploaded to the system using a CSV file. The currency conversion rate table for Variable Pay is different than the one used for the Compensation module.

Multi-currency views such as Functional Currency ( meaning the currency that the company headquarter uses), Employee Local Currency, and Other depend on this information.

CautionThe currency conversion rate table must remain unchanged during the entire bonus planning and calculation process if a Functional-Centric approach is taken. If conversion rates are expected to change, a Local-Centric approach is recommended.

Procedure

1. Currency conversion tables support rates with up to 15 decimal places of precision. It is recommended that all currency conversion rates have a precision of no less than 5 decimal places.

2. Variable Pay currency conversion rate tables are imported into SuccessFactors at Admin ToolsCompensation Compensation Home Actions for All Plans .

Go to the Import/Export Data section and click All Plans Currency Conversion Table .


Variable PayHow to Manage Currency Conversion Tables?

3. Currency conversion rate tables must be in CSV format, without headers.4. Be sure to define a conversion rate for each currency used.

Note that if a currency code is used that is not on the defined list or one for which SF does not have a stored currency symbol, that the currency code will be displayed instead.

Recommendation

Currency codes supported by SuccessFactors can be found at http://www.xe.com/iso4217.php .

Variable PayHow to Manage Currency Conversion Tables?


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9 What is a Route Map?

When you route a Variable Pay worksheet, you are passing it electronically to another employee.

SuccessFactors automates the entire routing process for plans by using workflow sequences. Each program includes a workflow sequence that determines all the people who will see the plan and the order in which they will receive it.

The phase you are currently in is always highlighted while the rest is dimmed. The available routing options are listed either as buttons or in a menu.

When you are ready to send the plan, choose the option you want to use, and the plan is sent accordingly.

9.1 How to Load and Modify a Route Map?

Context

Procedure

1. Go to Administration Tools. In the Company Processes & Cycles portlet, select Company Settings Manage Route maps .


Variable PayWhat is a Route Map?

2. You can now either watch a tutorial or get started directly and view the list of route maps.

3. Select the route map closest to your customer's requirements.4. You can then start the Workflow Designer to adapt the route map to your customer's needs.



5. Add a new Modify step:1. Click on the green plus (+) sign to add a new Modify step.2. Enter a step name.

The step name will appear on the route map within a form.3. Enter a step description.

This will appear in the employee's To Do List on their Home page. If you don't enter anything here, the step name will be used. We recommend entering a step description.

4. Enter a step type.You can choose from Single Role, Iterative, and Collaboration.What's important to know is that worksheets can only be sent forward but not be sent back. The iterative step can be used as a workaround. For example, you can use it to define that the planner's manager and the planner can make edits to the worksheet and send it back and forth to each other before routing to the next step.The collaborative step is not much used in Compensation. For example, the planner’s manager and the planner can work on the form collaboratively. Each user has a copy of the plan in their box at the same time and can take turns working on it without sending it back and forth.When you use an iterative step, you need to define an entry user (the person who gets the worksheet) and an exit user (the person who must send it on).As an alternative to iterative steps, Compensation and Variable Pay forms can now use the "Send to Previous Step" functionality. This may be a preferred approach for customers wishing to report on the status of forms in the Route Map.

5. Select the appropriate role.6. Enter a start date.

This is the date when the step starts. Step dates are optional.Note that the Enforce start date checkbox is not applicable to a Variable Pay Template at this time. In other modules, this can be selected to define that the document remains read-only in the user's inbox until the start date has occurred.

7. Enter an exit date.



If you enter an exit date, the worksheet cannot be sent on before this date has passed. Step exit dates are optional.

8. Enter a due date.This date defines when the step is due.Note that the Automatic send on due date checkbox can be selected to define that the system sends the worksheet on to the next step when the due date has passed.If you do select this checkbox, only use the Always send regardless of validation option.

9. Save your entries.

NoteWhen creating the route map, pay attention to how many worksheets mid-level and senior-level managers may be required to review. Since it is a worksheet-based process, each worksheet would need to be opened. Don’t create a process that is burdensome.

6. To modify an existing step, simply click the name of the step and make your changes.7. To delete a step, click the Delete icon.

9.2 Which Files Do You Need to Import?

There are five data files that can be imported as part of the Variable Pay setup process.

For information about integrating Variable Pay with Employee Central, see the BizX Integration: Variable Payguide.

9.2.1 Employee History Import File

This file contains the employee history records used to generate prorated incentive payout calculations for each participant.

This file contains the employee's date effective history records. The Variable Pay module requires this information to determine the bonus plan eligibility, the bonus basis, the business goals, and the proration for each employee.

Each customer can define which fields are important for the bonus calculation and which fields should be imported for display purposes.

NoteOnly employees who are eligible for an incentive calculation should be included in the employee history file. All employees must also have a record (either active or inactive) in the master user file.

The employee history file is imported into SuccessFactors at Admin Tools Compensation Home List of Variable Pay Programs .



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Select the appropriate program, then go to the Plan Setup section and click Manage Users Import Employee History .

The employee history file must be imported prior to calculating bonus payouts.

When the employee history file is imported, there is an option to Delete all existing records prior to importing new data. Only select this option if you would like to do a full file replacement of all employee history for all employees; otherwise, imported employee records will be appended to the existing ones in the system.

RecommendationIt is strongly recommended that a full file replacement is done each time, so this option should generally be selected.

NoteAny modifications to employee history records done manually using the employee history editor [page 25] will be deleted when a full file replacement is performed unless you have selected the "Do not override manually updated employees" under Advanced Settings.

CautionThe Variable Pay program name in column E of the Employee History File must match the name of the variable pay program exactly. If the customer changes the name of the variable pay program (as is likely), the Employee History file must be updated accordingly. Note that changing the name of the program can have reporting impacts as well. In the event the name does need to be changed, the recommendation is to create a new VRP Template altogether.

Table 3:

SAMPLE Employee History Import File

Employee History Import File.xls

9.2.2 Business Goals Import File

Business goals contain the business goal definitions, goal forecasts, and goal results for every participating employee. The variable pay module requires this information to determine the goal-level payouts which impact the bonus calculation.



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In this example, business goal lookup values are mapped to the businessUnit (BU) field, in the Employee History data file.

The business goal import file is imported into SuccessFactors at Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Plan Details 1. Import Business Goals .

CautionBusiness goals must be imported prior to calculating bonus payouts.

NoteColumn C in the business goals file should be the User ID of an admin user who will not be deactivated in the system later. This should be the same user ID for all participants as this user will receive multiple e-mail notifications each time business goals are imported (if the appropriate e-mail notification template is enabled). For this reason, you may want to create a unique admin user whose only function is to "hold" all the business goals for the company and for whom you can set up an invalid e-mail address so that nobody gets all these e-mails.

Once the business goals file is imported, there is an option to Delete all business goals for this program prior to import. Select this option only if you would like to do a full file replacement of all business goals for all employees. Otherwise, imported business goals will be appended to the existing ones in the system.




CautionThe business goal weight import file needs to be re-imported after a full replacement.

Table 4:

SAMPLE Business Goals Import File

Business Goals Import File.xls

9.2.3 Eligibility Rules Import File

Eligibility rules define which bonus plan is used to calculate an employee's bonus for each assignment.

Any field/value combination in the Employee History file can be chosen to determine the eligibility for the bonus plan.

The eligibility rules file is imported into SuccessFactors at: Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Plan Details Eligibility .

Eligibility rules must be imported prior to calculating bonus payouts.

NoteThe eligibility rules file is generally created and imported during the initial implementation and does not need to be reimported unless there is a change to eligibility rules.

When the eligibility rules file is imported, there is an option to Delete all existing records prior to importing new data. Select this option if you would like to do a full file replacement; otherwise, imported eligibility rules will be appended to the existing list already in the system.

Table 5:

SAMPLE Eligibility Rules Import File

Eligibility Rules Import File.xls

9.2.4 Bonus Plans Import File

Bonus plans define the weighting of the business, individual and/or team goals used to calculate incentive payments.

NoteThe bonus plans file is generally created and imported during the initial implementation and does not need to be reimported unless there is a change to the bonus plans included in the program. It can also be set up on screen in the Admin Tools.



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The bonus plans file is imported into SuccessFactors at: Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Plan Details 2. Import Business Plans .

Bonus plans must be imported prior to calculating bonus payouts.

Table 6:

SAMPLE Bonus Plans Import File

Bonus Plans Import File.xls

9.2.5 Business Goal Weights Import File

Business goal weights map business goals to bonus plans and assigns unique weights to this relationship.

The business goal weights file is imported into SuccessFactors at: Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Plan Details Import Business Goal Weights .

When the business goal weights file is imported, there is an option to Delete all existing records prior to importing new data.


CautionThe business goal weights import file must be re-imported every time the business goals file is imported to re-establish the link between the business goals and bonus plans.

Table 7:

SAMPLE Business Goal Weights Import File

Business Goal Weights Mapping File.xls



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9.2.6 How Are These Files Related?

The following graphic shows the relationship between the various data import files:

NoteThe business goal look up value can relate to many fields in the employee history.



9.3 How to Edit Employee History Data?

The employee history editor is populated each time the employee history file is imported.

To access the employee history editor, go to Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Manage Users Edit Employee History .



9.3.1 How to use the Employee History Editor?

Context

You can change the employee history data manually in the employee history editor.

We recommend that you adhere to the following steps and rules when you change employee data using the employee history editor:

Procedure

1. To add a new employee history record, you must use the “Add New” button (or import using the employee history import file as described in section 5.5.1 [page 19]).

2. The history editor may be used to export, update and re-import employee data. To re-import employee data in this manner, the first column of the import file must contain the #EmpHistory Id (^systemID).



3. When you re-import a record, the history editor is performing an update only (not a replace or add).4. Prior to importing edited data back into the system, the following columns must first be deleted:

1. First Name2. Last Name3. Status

5. As a short cut, it is not necessary to re-import all columns every time something is changed. It is required that #Emp History Id (^systemID) be included with every import. However, only the additional columns you wish to import also need to be included.

6. The “Select Locale” drop-down option defaults to the user’s locale and controls the way dates and numbers are formatted when data is exported from SuccessFactors. If you are importing data using a locale other than that of your logged-in assigner, you need to select the correct locale prior to every import.

CautionData must be exported and re-imported using the same locale to avoid data formatting issues.

7. The “Character Encoding” drop-down option defaults to “Western European (Windows/ISO).” If you find that certain characters are not importing correctly, use Unicode (UTF-8) or the appropriate Asian character set.

9.4 Calculate Bonus Payout

Before Variable Pay manager forms can be created, the bonus payouts must first be calculated. Go to Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Plan Setup section and click Calculate Bonus Bonus Payout . This process looks at all Business Goal information, employee assignment information, and data from



Performance Forms to come up with the payout amount. Note that you should re-calculate after any change to any data that impacts payout.

Select Choose Bonus Plan(s) All Bonus Plans , and click the Calculate button. It is also possible to select individual bonus plans to calculate, or to calculate for a particular manager or employee.

RecommendationIt is generally recommended to always select All Bonus Plans when performing calculations. However, you may wish select to update only for a single manager or employee while testing so that the calculation executes more quickly.

Once the bonus calculation process has finished, an e-mail notification will be sent to the e-mail address of the administrator who started the calculation.



9.5 Variable Pay Bonus Worksheets

9.5.1 Create and Review Variable Pay Bonus Worksheets

Context

After you have completed setting up your plan, you can now create worksheets for your planners.

Go to Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, and then go to the Manage Worksheets section and click Plan Actions Create Worksheets .

Procedure

1. Step 1: Bonus Plan



Enter a worksheet name of your choice. The text entered here will be visible on all worksheets that are created from this screen.

NoteDo not use "slash" characters / or \ in the worksheet name, as this could cause issues if the worksheet data is exported. Use a "dash" character - instead.

2. Step 2: Cycle Dates

Enter the start date and the end date of the compensation planning cycle timeframe, the period for which you are doing the compensation planning.

You also need to enter a due date, typically the date by which the bonus planning process should be completed. The due date will act as the trigger for any "Due" or "Late" notification emails. Note that the due date does not autonatically trigger the completion of the form, though options exist in "Manage Route Maps" to allow for auto-progression of forms.

3. Step 3: Planners

Here, you enter the Head of Compensation Planning. This is the name of the topmost compensation decision maker in your worksheet approval flow. This is typically the name of the CEO. Worksheets will be created for every compensation planner in that hierarchy.

You can also select whether:

○ You also want to include inactive users. This is required when using hierarchy types "3" or "4" and can result in form launch failure if not selected for these types.

○ The worksheet should only be created for the Head of Planning.

RecommendationThis is a particularly useful option to select when conducting testing, as only a single worksheet will be created.

○ An e-mail notification should be sent to the planner(s).Select this box to send an email to the incentive planners at the time the incentive plan is created by the system. You will be able to select this option only if the Document Creation Notification has been enabled. To do this, go to Admin Tools →Company Settings → E-Mail Notification Templates Settings.It is generally not common to select this option, as administrators typically prefer to notify planners outside of SuccessFactors when incentive plans are ready for their attention.

4. Click Launch Plan to create a worksheet for all compensation planners in the selected hierarchy.

Currently, you can only check the progress of this job by clicking Manage Worksheets. If there’s nothing displayed there, the job is still in progress and the plan is not yet available.

TipIf the compensation form is linked to a PM form, the PM form must be created first, and the compensation form created second, in order to establish a link between the two.



9.5.1.1 Review the Variable Pay worksheet

You as creator of the variable pay worksheet can review it on the Compensation tab by clicking on the appropriate Form Title.

NoteIf data has been updated in the Employee History Editor, and the Calculate Bonus Payout process is run, the existing Variable Pay worksheets are updated with the new data, it is not necessary to create a new worksheet.

9.5.1.2 Delete Existing Variable Pay Worksheets

To delete a Variable Pay worksheet, go to Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Manage Worksheets section and click Manage Worksheets.

Select the worksheet (s) to be deleted, click the Delete button, and confirm the deletion.

NoteAs soon as you click the Delete button, the selected forms will be deleted without any further confirmation. Be careful to select the correct forms in order to not delete any inadvertently.



9.5.2 What Happens to Variable Pay Worksheets Next?

Once a variable pay form has been created, it is routed to the first step of the route map. The recommendation is that the first step is the copmensation administrator's inbox to verify calculations prior to sending to the next step.



9.5.2.1 Data Changes in Existing Variable Pay Worksheets

It is possible to update employee data after the Variable Pay worksheets have been created.

The following aspects have to be considered:

1. If a new employee history file is imported and the old employee history data is deleted, (for example, in case of a full file refresh), all previously created Variable Pay worksheets need to be deleted, the Calculate Bonus Payout process needs to run and new Variable Pay worksheets need to be created.

2. If a new employee history file is imported incomplete.



3. If a change is made to any of the following fields in the employee history editor, the Calculate Bonus Payout process needs to run to update already existing Variable Pay worksheets:1. Proration date fields: for example, Start Date or End Date2. Eligibility fields: for example, BU or Variable Pay Comp Plan3. Basis fields: for example, Incentive Target or Currency Code

4. If a change is made to other fields in the employee history editor, already existing Variable Pay worksheets will be updated automatically with the new data with no additional action required.

5. If business goals are added, the business goal weights file needs to be reimported and the Calculate Bonus Payout process needs to be run to update existing Variable Pay worksheets. If goal results are changed, the business goal weights file does not need to be reimported, but it is necessary to recalculate.

9.6 How to Move, Add, or Delete Employees

Employees are typically moved for one of three reasons:

1. Move Members Between WorksheetsAn employee changes managers and the Administrator needs to move the employee to the new manager's Variable Pay worksheet.Go to Admin Tools Compensation Home List of Variable Pay Programs .Select the appropriate program, then go to the Manage Worksheets section and click Move employees.

2. Add Employees to WorksheetsAn employee joins the company and the Administrator needs to manually add him/her into the appropriate manager's Variable Pay form (if the Variable Pay forms have already been created and the employee is an eligible participant).Go to Admin Tools Compensation Home List of Variable Pay Programs .



Select the appropriate program, then go to the Manage Worksheets section and click Add employees.

3. Delete Employees from WorksheetsAn employee leaves the company and the Administrator needs to manually remove the employee from the appropriate planner's compensation worksheet.Go to Admin Tools Compensation Home List of Variable Pay Programs .Select the appropriate program, then go to the Manage Worksheets section and click Delete employees.

NoteIf the Variable Pay form is linked to a PM form, the PM form must be created first and the Variable Pay form afterwards, in order to establish a link between both.

If the PM form is created after the Variable Pay form (for example, if a new employee is hired), first Delete the employee from the Variable Pay form on which they appear, then check that the PM form is created and finally Add the employee back to the Variable Pay form.

9.7 Update Worksheets for a Template

This process enables you to update all the worksheets attached to a Variable Pay program template.

If there is a change to an employee's imported user data, performance rating, and goal information, the Variable Pay form is only updated with the change if it is opened, refreshed, or saved.



In order to ensure that all Variable Pay date is up-to-date, it is highly recommended to use this process to update all Variable Pay forms prior to exporting data, as well as after importing updated user and/or Variable Pay data.

RecommendationPerform a Variable Pay update prior to exporting data. Be aware that this update may take several hours to run, depending on the number of Variable Pay worksheets and employees being updated.

This update process can also be automated if you import data using FTP.

Go to Admin Tools Compensation Home List of Variable Pay Programs .

Select the appropriate program, then go to the Manage Worksheets section and click Update all worksheets.



9.7.1 Transfer Variable Pay Forms to Other Managers Automatically

You have the option to automatically manage employee changes during the Variable Pay process. You can specify the actions you want to take for each change scenario and those changes are automatically applied to all ongoing and completed (optional) Variable Pay forms.

Go to the Update all worksheets task to automatically move a Variable Pay entry when there has been a manager change, and to remove inactive employee and planner forms. Make your selections and click Update to save your changes.

NoteThese updates happen only once. You must return to this screen each time to process changes after each new employee import. Alternatively, you may automate these options if you import employee data using FTP.

9.8 Assignment-Based Rating

9.8.1 What is Assignment-based Rating?

If employees change their job during a fiscal year, usually their bonus targets, their team goals, and their individual goals are changing, too,

Assignment-based Rating provides the capability to calculate prorated payouts for each of these jobs based on the job-specific rating.

It is necessary to identify the correct PM form applicable to an employee for the given time period and to copy the goal and rating information to Variable Pay in order to calculate the correct payouts based on the job-specific ratings.

Assignment-based Rating can also be used when an employee has multiple team goals or individual goals that should be taken into consideration for the bonus calculation.

If, for example, an employee changes roles or locations, the first manager completes a performance review that will be part of the individual component. Another performance review at the end of the year, based on the new role or location, will take place that also contributes towards the bonus calculation.

With Assignment-based Rating, a team or individual component for every employee history record can be taken into consideration.

Assignment-based Rating supports aggregating all assignments to one summary row for payout, or allows one summary row for each assignment. The second case might be favorable for global companies where each assignment may have to be sent to different payrolls or cost centers for processing.

Go to Plan Setup Settings Set Bonus Calculation .



In general, three types of rating sources are supported (by form/ import by employee/ import by history),

For the rating source by form, Assignment-based Rating will find the matched PM form based on configured rating sources for the team and the individual section and extract the rating information from the PM form, and then calculate the team / individual section payout based on those ratings. This process will be done during calculation time.



The final result will look like below:

9.8.2 How is the Team/Individual section payout amount or percent calculated?

The calculation of team/individual payout amount or percent differs according to the rating source (by form/ by import from the user directory/ by import from the assignment history).

9.8.2.1 Rating source: by form [by goal/section/summary (overall | calculated)]

Rating by form means that the employee's PM form is used to evaluate the employee's performance in order to calculate their payout amount or percent.



● It is possible to calculate by goal or by section when choosing the PM form's performance review section as rating source.

● It is also possible to calculate by summary when choosing either the PM form's overall or calculated rating as rating source.

1. Calculation by goal: The team/individual section payout amount in additive formulas will be a sum (goal's payout amount). The goal's payout amount = Team/individual section amount * goal's weight * goal's payout %.The goal's payout % is also calculated by guideline with goal's rating.For multiplicative formulas, the goals' weight and the payout % will be the section payout %.For additive formulas, the section payout amount = section amount * weighted %.

2. Calculation by section: A weighted % from goals in the section will always be calculated.For multiplicative formulas, the payout % will be the section payout %.For additive formulas, the section payout amount = section amount * weighted %.

3. Calculation by summary: The overall/calculated rating is used to produce a percent by guideline.In multiplicative formulas, this is the section payout %.For additive formulas, the section payout amount = section amount * weighted %.

9.8.2.2 Assignment period match rules [start date/end date/overlap]

1. Why are ABR matching rules necessary?To understand the concept of ABR matching rules, we need to keep the following facts in mind:1. Assignment: Each assignment has a start date and an end date as specified in the original employee

history file.2. PM form: Each PM form has its own start date and end date as well.3. Start date: By choosing Jan. 1 as a start date, it means Jan. 1, 0:00:00.4. End date: By choosing Dec. 31 as an end date, it means Dec. 31, 00:00:00.

In ABR, we need to choose a ‘rule’ to decide whether a given assignment and a given PM form could be ‘matched’ based on their periods formed by start dates/end dates. If more than one form (not necessarily from the same PM template, it could be different templates as long as chosen as rating sources) are considered as 'matched', we sort the forms by the last modified date and pick the latest PM form that is linked with the assignment.

2. Which ABR matching rules are currently supported?The following ABR matching rules are currently supported:1. Start dates only2. End dates only3. Start dates or end dates4. Start dates and end dates5. Overlaps

3. How exactly work these matching rules?1. Start dates only

A PM form will be considered as a match to an assignment only when its start date is the same as the start date of the assignment.

2. End dates only



A PM form will be considered as a match to an assignment only when its end date is the same as the end date of the assignment.

3. Start dates or end datesA PM form will be considered as a match to an assignment only when its start date is the same as the start date of the assignment OR its end date is the same as the end date of the assignment.

4. Start dates and end datesA PM form will be considered as a match to an assignment only when its start date is the same as the start date of the assignment AND its end date is the same as the end date of the assignment.

5. OverlapsA PM form will be considered as a match to an assignment when its period has any overlaps with the period of the assignment.By saying ‘overlaps’, BOTH of the conditions below are valid:a) PM form start date <= Assignment end dateb) Assignment start date <= PM form end dateIf a PM form ends on Dec. 31 while an assignment starts on Jan. 1, they have no overlaps.But if a PM form ends on Dec. 31 while an assignment starts on Dec. 31, they have overlaps.

9.8.3 UI Configuration

9.8.3.1 One summary row per assignment versus one aggregated row per employee

There are two options for choosing the form layout when Assignment-based Rating is enabled. The screenshots below explain the difference between these two layout options.

One summary row per assignment shows extra rows for presenting the assignment's info.

● One summary row per assignment:



● Aggregated row per employee:



10 Configuration Choices and Calculations

The following chapter describes the initial configuration choices, calculations, and number formats for the Variable Pay module.

Variable PayConfiguration Choices and Calculations


10.1 Edit the program properties



Under Edit Properties, you can set the following Variable Pay program properties:

Table 8: Plan Information

Item Options Notes

Program Name Name at point of creation, not editable in this screen

Recommend do not change this name, as this can cause issues with data tables and the calculations won't work.

Program ID Auto-generated This value is stored as the “comp-template-id” in the XML. If overwriting the XML with an existing template, this number must be updated in the XML before loading

Background Section ID Dropdown of options from data model If changed, history will need to be re-imported

Bonus Start Date Date Used for calculation of proration for assignments

Bonus End Date Date, must be after start date Used for calculation of proration for assignments

Table 9: Compensation Hierarchy

Item Options Notes

Compensation Hierarchy “MANAGER” | “COMP_MANAGER” MANAGER corresponds to hierarchy “1”, COMP_MANAGER to hierarchy “2”. If using hierarchies “3” or “4” for inactive users, will need to set in the XML

Table 10: Currency Settings

Item Options Notes

Conversion Rate Table Dropdown of available loaded tables Note that when loading an XML or overwriting for the first time, if the Currency conversion table is a no-match the overwrite in provisioning will fail

Functional Currency Dropdown of currencies from the conversion table

Currency Views Availability “Functional”|”Planner”|”User”|”Any Currency”

If using anything but just “Functional” and “User” (aka local), the currency conversion table must be fully expanded versus just between local and functional

Import basis and custom fields as: “Local Currency”|”Functional Currency”



Item Options Notes

Reward Statement Currency “Local Currency”|”Functional Currency” Determines output of statement

Table 11: Calculation Settings

Item Options Notes

Configure basis amount as: “Imported column from employee history data file”|” Custom formula (formula can contain only the fields defined in employee history file)”

If using a formula, you can only use numeric fields (field type = ifld/ffld). The basis field (field type = ffld1) cannot be used to define the formula.

Display program dates instead of outlying assignment dates:

“Yes”|”No” If selected, will display start and end date if assignment dates are before start date or after end date.

Apply gates for business goals: “Yes”|”No” Gates for business goals are configured in an import CSV file. You can import the file from the Plan Details-> import and export business goal weights screen. Choose the import file type as 'Goal Gates'. (detail section forthcoming)

Apply accelerators for business goals “Yes”|”No” Accelerators for business goals are configured in an import CSV file. You can import the file from the Plan Details-> import and export business goal weights screen. Choose the import file type as 'Goal Accelerators'. (detail section forthcoming)

Enable Flexible Payout Curve: “Yes”|”No” You can set unlimited threshold values for performance step/payout percent for calculating bonus payouts. Flexible performance payout curves are configured in an import CSV file. You can import the file from the Plan Details-> import and export flexible curve screen. (detail section forthcoming)

Apply Proration at the end of section calculation:

“Yes”|”No”

Apply proration rounding : “Yes”|”No” If selected, will input which days to round for a monthly proration calculation, such as before the 15 or after the 20th

Apply Bonus Plan Multiplier for section calculation:

“Yes”|”No” (detail section forthcoming)



Item Options Notes

Apply Single Multiplier for section calculation:

“Checked”|”Unchecked” Only functions with ABR where “type=goal” is enabled. Need link to detail section (detail section forthcoming)

Show Single Multiplier Value: “Checked”|”Unchecked”

Multiplier Value: Numeric

Auto Synch Rating Data: “Checked”|”Unchecked”

Table 12: Form/Worksheet Display Settings

Item Options Notes

Include Budget “Checked”|”Unchecked” If enabled, you can view Budget option in Manage Plan Details navigation pane.

Include Total “Checked”|”Unchecked” If enabled, you can view the group total row on the worksheet.

Enable field based permissions “Checked”|”Unchecked” (detail section forthcoming)

Enable Live Analytics: “Checked”|”Unchecked” If enabled, user will land on the “Live Analytics” page before going into the form detail

Freeze Column(s) for Scrolling: “Checked”|”Unchecked”

Display Assignment Records in Manager Form:

“ascending”|”descending” Sort order of dates

Manager Instruction: Free form plain text Translations conducted within XML is needed

Legal Notice: Free form plain text Translations conducted within XML is needed

Table 13: Forecasting Settings

Item Options Notes

Additional Custom Fields to Group by: Adds additional filters in the Forecasting Results



10.2 Set the Bonus Calculation

Context

Go to the Plan Setup section and click Settings Set Bonus Calculation .

Here, you can decide how the bonus is calculated.

Procedure

1. First, you can select and configure the bonus calculation for assignment-based rating. If you select Yes , the assignment-based bonus program allows you to calculate the bonus payout based on the different employee's assignments during the year.

2. For the Bonus Calculation Equation, the following options are eligible:1. Base x business performance2. Base x business performance x individual performance3. Base x (business performance + individual performance)4. Base x business performance x team performance x individual performance5. Base x (business performance + team performance + individual performance)

3. Decide whether you want to enable up to three Multiple Business Goal Sections.4. Select the Business Goal Plan name.5. You can also define the bonus caps:

○ None○ By Bonus Plan

Business goal payout amounts cannot exceed a pre-configured percentage of the prorated target amount for the assignment eligible for that bonus plan.Bonus caps by bonus plans can be defined while configuring the bonus plans.

○ By EmployeeThe total payout amount for the employee cannot exceed a pre-configured percentage of the sum of the prorated target amounts for the employee.Bonus caps by employees can be defined while configuring the employee history details.

10.3 Define the Budget

Go to the Plan Setup section and click Plan Details Budget .

Here, you can either define a Forecast , a Modeling , or a Results budget. Select the budget type to include it in the Variable Pay program.



You can enter the possible budget percentage. If the entered budget is higher than the budget defined, an alert is raised:

● NoneNo budget alert is raised although the budget entered is higher than the possible budget.

● SoftA budget alert is raised, but it is still possible to continue the allocation.

● HardA budget alert is raised; it is not possible to continue the allocation until the budget value has been corrected.

You can also define the language and the actual text of the budget alert message.

10.4 Configure the Budget

Go to the Plan Setup section and click Plan Details Advanced Budget to set up budget calculations.

Here, you can select the budget mode and component. You can define the budget allocation percent and whether the budget is based on the template, the user, or the group.

You can also select a language, and edit the budget label.

In the advanced options, you can enter the family name, the import key, the base custom field, the allocation columns, and whether the final payout is for the Variable Pay budget.



10.5 Define the Name and the Visibility of Labels

In the Admin Tools, go to the Plan Setup section and click Design Worksheet Configure Label Names and Visibility .

The Variable Pay module allows Variable Pay administrators to determine many field labels and column headings used in the Manager Form and in reports. The following screen shot shows the current configuration of these labels and headings.

The roles are defined as follows:

Role Name Role Definition Notes

All

Manager Standard "EM", i.e. the named owner of the form for hierarchy type 1; 3

Second Manager Standard "EA", i.e. the named owner of the form for hierarchy type 2; 4

HR Standard EH of the form owner

Matrix Manager Standard EX of the form owner

Custom Manager Standard EC of the form owner

Administrator Defined as the user that initiated the VarPay form launch process

CautionIt is currently not possible to vary the visibility options for all individual roles, for example, the Administrator role. If further disctinction is needed, the advanced Field Based Permissions (FBP) can be enabled in Plan Setup > Settings



CautionWhen testing permissions, the "Administrator" will retain permissions in Executive Review even if proxied in as another user. Recommend use conventional login methods to fully test visibility.

10.6 Use the Column Designer

In the Admin Tools, go to the Plan Setup section and click Design Worksheet Column Designer .

Administrators can use the Column Designer page to easily manage and configure the program fields.

CautionAt the moment, only entry level standard fields are supported.



10.7 Define the Form Template Settings

The Form Template Settings control the functionality of all forms created from this template and distributed to users.

Table 14:

Form Template Setting Default Recommendation

Description Applicable to VRP

Form Language en_US English

*Template Name See Form Routing Map section

Identifies the name of the form template.

This is the unique name of the individual form template, not the template type. The template type is shown in the Template Type field.

NoteDo not rename the template name in the form template settings. Clone a new program with a new name.

Last Modified N/A Displays a date and time stamp of the last time this form template was modified. The information is recorded automatically.

This is a read-only field.

*Routing Map See Form Routing Map section

Selects the routing map to associate with this template.

You can only select existing routing maps.

Default Dates for Form Creation:

Default Due Date (in days) 30 Inapplicable to VRP Templates No

Default Start Date N/A Inapplicable to VRP Templates No

Default End Date N/A Inapplicable to VRP Templates No

Default Due Date N/A Inapplicable to VRP Templates No





*Default Due Notification Date (in days)

7 Specifies the timeframe in which an email notice is sent to a user informing them that the form is due.

The timeframe is a number of days in relation to the form's due date. For example, if you specify 7, the notice is sent 7 before the form is due.

Regardless of this setting, the Document Due Notification will not be sent in the following circumstances:

● If you select the Disable Due Notification option.● If the user's email notifications are turned off.● If the Document Due Notification email notification is

turned off.

*Default Late Notification Date (in days)

7 Specifies the timeframe in which an email notice is sent to a user informing them that the form is late.

The timeframe is a number of days in relation to the form's due date. For example, if you specify 7, the notice is sent 7 days after the form was due.

Regardless of this setting, the Document Late Notification will not be sent in the following circumstances:

● If the user's email notifications are turned off.● If the Document Late Notification email notification is

turned off.

Do Not Transfer Documents Checked

Automatic insertion of new manager as next document recipient if not already

Not Checked Add the new manager as the next person on the approval chain to get the form. Select this option to make the new manager a part of the review process and remove the old manager from the process.

Automatic Inbox Document Transfer To New Manager

Not Checked Move forms from the old manager's Inbox to the new manager's Inbox. Forms in all other folders, such as En Route, are not transferred.

Automatic En Route Document Transfer To New Manager

Not Checked Move forms from the old manager's En Route folder to the new manager's En Route folder.

Automatic Completed Document Copy to New Manager

Not Checked Move all completed forms about the employee to the new manager's Completed folder. All other forms are not transferred.

Default Targets: Self and Direct ReportsSelf OnlyDirect Reports Only

N/A: Forms will be created by Admin, rather than by user

Inapplicable to VRP Templates No

Keep last touched version upon Document completion

Unchecked

*Form Timeout Alert (minutes prior to end of session)

5 Inapplicable to VRP Templates No





Enable Auto Save at Session Timeout

Checked Specifies that changes are automatically saved when a session times out.

*Enable Spell Check N/A Inapplicable to VRP Templates No

*Enable Legal Scan N/A Inapplicable to VRP Templates No

*Disable Spell Check On Route N/A Inapplicable to VRP Templates No

*Disable Legal Scan On Route N/A Inapplicable to VRP Templates No

Enable Rich Text Editing of Comment Fields

N/A Inapplicable to VRP Templates No

*Disable Ask For Comment Routing

Checked No longer allows users to send a form for comments to users outside the established routing map during the Modification stage.

By default, this option is turned on, and users can select additional users to include and route the form to these added users. When you select this option, you're turning off this feature for this form.

*Disable Ask For Edit Routing Checked No longer allows users to send a form for editing to users outside the established routing map during the Modification stage.

By default, this option is turned on, and users can select additional users to include and route the form to these added users. When you select this option, you're turning off this feature for this form.

*Allow Add Approver/Evaluator Not Checked Allows users to add users from outside the established routing map during the Modification stage of the routing process.

If you select this option, users will see the Add Modifier button or menu item and will be able to add users.

Note

The setting of the Show on-form workflow options as a pulldown list option determines whether users will see a button or a menu item.





*Hide Add Signer buttons Checked No longer allows users to send a form for a signature to users outside the established routing map.

By default, this option is turned on, and users can include other users in the approval process, and rote the form to these added users.

When you select this option, you're turning off this feature for this form. Users will no longer see the Add Signer buttons in the workflow interface.

Bypass Draft Routing Not Checked Inapplicable to VRP Templates

*Disable All Toolbar Buttons (overrides all button selections below)

Not Checked Turns off the toolbar. If you select this option, the users will not see any toolbar buttons.

If you select this option, users will not see any toolbar buttons even if you don't select the following options:

● Disable Download button● Disable Info button● Disable Print Button● Enable Legal Scan● Enable Spell Check

NoteIf want users to see only selected buttons, do not select this option and select any of the options listed above.

*Disable Print Button Not Checked No longer allows users to print the form.

When you select this option, you're also removing the

Print button from the toolbar.

NoteIf you want this option turned on, make sure you don't select the Disable All Toolbar Buttons option.





*Disable Send and Open Next Form Button

Not Checked No longer allows users to open the next form in their Inbox after they complete a step in the current form.

If you select this option, users will not see the Send and Open Next Form button when they complete a step. They will only be able to send the form and return to their Inbox or cancel their action.

By default, this option is turned on, and users can send the form and automatically open the next form in their Inbox, as well as send the form and return to their Inbox or cancel their action.

*Disable Info button Not Checked No longer allows user to view the Document Information page of forms.

By default, this option is turned on, and users can see the Document Information page, which shows details about the form, such as form status.

When you select this option, you're also removing the In

formation button from the toolbar.


*Disable Download button N/A Available only if your company is using the Offline tool.

No longer allows users to download the form to a local system.


Download button from the toolbar.


*Disable Send button Not Checked No longer allows users to send the form and hides the Send button or menu item.

*Disable Send button for completed documents

Not Checked No longer allows users to send a completed form and hides the Send button or menu item during the Complete step.





Disable Late Notification Not Checked Specifies that an email notification reminding users that the form is past its due date is not sent.

When you select this option, you're turning off the email notification for this type of form only.

This notification is sent in the timeframe specified by the Default Late Notification Date.

Disable Due Notification Not Checked Specifies that an email notification reminding users of an approaching due date for this form is not sent.


This notification is sent in the timeframe specified by the Default Due Notification Date.

*Disable Step Exit Notification Checked Specifies that the system no longer sends an email notification informing users that the form is moving from one step to another.


*Show on-form workflow options as a pull-down list

Not Checked Displays the routing actions the user can take in a dropdown menu as shown in the following graphic.

If this option is not selected, the routing actions are shown as buttons as shown in the following graphic.





Show Signoff routing step names in Signoff Stage

Not Checked When the form is in the Signature stage, the name of the step is displayed in the routing map as shown in the following graphic.

If this option is not selected, the step appears without a name, as shown in the following graphic.

*Display Step Start Date Checked Displays the start date of the step, if specified.

The start date is shown above the routing map in the form.

You specify the start date for the step in the Routing Map.

Enable form title edit ability in Form info page


Enable form title edit ability in the Form


*Hide the Export and Export(Compact) buttons for documents in the Completed Folder

Not Checked No longer allows users to export forms in their Completed folder.


Export button from the toolbar. This button appears only for Completed forms and allows users to export their completed forms.

Show digital signatures in Document Print Preview

- Description: If enabled, you will be able to see the “digitized” signature (name displayed in italics font indicating the signature) anywhere you can access the form.

- Recommendation: Enable

Checked Inapplicable to VRP Templates No





Disable Due Date Validation Not Checked Specifies that SuccessFactors doesn't check whether the Due Date of the form is valid. For example, to be valid, the form's Due Date must be later then its End Date and Start Date.

*Disallow users from changing the Start/End/Due Dates

Checked Inapplicable to VRP Templates No

Enable form routing to previous step

Not Checked Allows form to be routed to previous step as well as forward. Note this requires additional configuration within the XML

Maximum Page Size (up to 50, only applicable to compensation forms):

50 Specifies the maximum number of employees (up to 50) who can be displayed on a compensation form.

Maximum YouCalc Entry Size (default is 1000, only applicable to compensation executive review):

1000 Inapplicable to VRP Templates No

*Enable Roll-up Reports Checked Allows users to use the Compensation Rollup Report which provides the aggregate total values of all users in the hierarchy below the user in view.

*Executive Review: do not automatically retrieve compensation data.

Not Checked Allows users to specify Display Options and Filter Options prior to any employee data being displayed in Executive Review. If this option is not selected, employee data is retrieved automatically as soon as the Executive Review is opened based on most-recent Display Options and Filter Options.





Use form creation hierarchy for Compensation Rollup Report

Not Checked Allows Compensation Rollup Report to use the employee hierarchy in place when the compensation form was created instead of the current employee hierarchy.

This option is useful when there's a chance that changes were made to the employee hierarchy after comp forms were created. This option ensures that the Rollup Report can be generated correctly based on the original hierarchy.

NoteIf this option is selected, you must first use the link

Admin Tools Compensation Administration

Generate Compensation Hierarchy for the Rollup Report to generate the hierarchy data (based on form data), before running the Compensation Rollup Report.

If this option is selected, you must first use the link

Admin Tools Compensation Administration

Generate Compensation Hierarchy for Rollup Report to generate the hierarchy data (based on form data), before running the Compensation Rollup Report.

*Allow edit of completed Compensation forms

Not Checked With this option selected, it is possible to change data on a completed compensation form, e.g., by importing new data for reloadable fields.

Include holdback amount in planner budget.


Executive review: enable team budget view.


Enable Compensation Hierarchy Based Approvals.


Enable Compensation View Only Mode for Hierarchy Based Approvals.


Always sort in Functional Currency

When sorting currency rows, sort by the Functional Currency amount, rather than the absolute number in the column in Local Currency

Do not duplicate employees on worksheets

When launching VRP forms, prevents a single user from appearing on a form if already on another form





Create worksheets by employee group

Allows creating of worksheets by group

Do not override manually updated employees

If this option is selected, the system will remember which employees were manually moved from one worksheet to another and not automaticall update the next time a data file is loaded to return the employee to the original manager

Define the PDF file name format:

Inapplicable to VRP Templates

*These settings will take effect for both new and existing forms. The other settings will take effect for new forms only.

10.8 Define the Number Formatting Rules

Go to the Plan Setup section and click Design Worksheet Set Number Formats .

Here, you can set the number format for each value in the variable pay calculation. If your variable pay equation does not use a value, use the defaults.

The precision of the Variable Pay calculations are highly dependent on the number formats you choose, because many results are the product of several numbers.

Considerations are as follows:

● Custom percentage columns will not show percentage symbols in formatting● The greater number of decimals displayed, the greater overall precision of the calcualtion. This can be

compunded as the Variable Pay module rounds at each step of the calculation. As such, you may wish to have different formats for individual elements versus the total payout element

● After setting your formats you will then assign a format to each field under "Design Worksheet > Configure Label Names and Visiblity"

Number Formatting Help

To format numbers rounded to the left of the decimal point, type in "#,###" in the "Format" field. Then select the desired value in the "Mode" dropdown box. Please note that only the Final Salary can be rounded in this way.

To format numbers with decimal point, include the following digit placeholders in a section. If a number has more digits to the right of the decimal point than there are placeholders in the format, the number rounds to as many decimal places as there are placeholders. If there are more digits to the left of the decimal point than there are placeholders, the extra digits are displayed. If the format contains only number signs (#) to the left of the decimal point, numbers less than one begin with a decimal point. # (number sign) displays only significant digits and does not display insignificant zeros.0 (zero) displays insignificant zeros if a number has fewer digits than there are zeros in the format.



● # (number sign) displays only significant digits and does not display insignificant zeros.● 0 (zero) displays insignificant zeros if a number has fewer digits than there are zeros in the format.

To display As Use this code

1234.59 1234.6 ####.#

8.9 8.900 #.000

.631 0.6 0.#

12 12.0 #.0#

1234.568 1234.57 #.0#

To display a comma as a thousands separator, include a comma in the number format.

To display As Use this code

12000 12,000 #,###

NoteAdditional samples of number formats and usage are shown in the Admin Tools Screen.

10.9 Enable the Variable Pay Live Analytics View

To enable the display of the employees' bonus summary information in a stacked chart-like format with capabilities to drill in to additional plan details by employee as well as navigate back to the list itself, the Variable Pay Live Analytics View can be enabled in the Admin Tools.

Go to Admin Tools. In the program settings, check the Enable Live Analytics option and click Save. This feature will work immediately to Executive Review and all created forms of the current program.

CautionAs the Live Analytics view is not configurable, you will want to confirm that it is applicable to your configuration.In particular, the use of custom columns for calculation or to adjust payouts would not be captured in the standard fields displayed in this view.



10.10 Set Override Permissions

In the Plan Setup section, select Permissions and click Override Permissions,

Here, you can select the roles that are allowed to edit the override by entering an override amount.

CautionThe visibility of the override column must be configured on the Configure Label Names and Visibility [page 50] administration screen.



10.11 Define the Visibility of the Live Profile View

The Live Profile View enables managers and employees to see an individual employee view of the Variable Pay bonus calculation. This is also referred to as the Variable Pay "Individual View".

Note that in order for the individual View to work, permission must be granted to it in the legacy permission structure by including the following code in the Data Model.

In the standard element section:

<standard-element id="vpIndividualView" required="false" matrix-filter="false"> <label>VarPay Individual View</label> </standard-element>

In the permission section:

<element-permission type="read">

<description>The roles that may read Variable Pay Individual View in Live Profile</description>

<role-name>*</role-name>

<standard-element-ref refid="vpIndividualView"/>

</element-permission>

Once these elements are defined, the Individual view can be enabled as a view in RPB “Employee Views” as well as a data element in “Employee Data”.

The visibility of the Live Profile View can be also controlled by the Variable Pay administrator throughout the Variable Pay process, even after Variable Pay forms have been created without updating the permissions, but in the Manage Template admin permission.

In the Plan Setup section, select Permissions and click Live Profile Visibility.

NoteThe Live Profile View does not require that Variable Pay forms are completed. As soon as the view is enabled as described above, the current Variable Pay form (in its current route step) will be displayed.



CautionUnless the standard data element has been defined and permissioned in the data model (using legacy permission rules as explained above), the Live Profile View will not render.



11 Define a Personal Variable Pay Statement

11.1 Create a Personal Variable Pay Statement

Procedure

1. Use a VarPay program to create a VarPay form.2. Reference the data from the XML source in the XSL template.3. In the Admin Tools, click Manage Personal Variable Pay Statement Templates.4. Upload the Personal Varpay Statement Template (XSL template).

5. In the Admin Tools, click Generate Personal Statement.6. Select the Varpay Template (has no less than 1 form) and the Personal Variable Pay Statement Template.


Variable PayDefine a Personal Variable Pay Statement

7. Click to generate the statement.

11.2 View the generated statement

11.2.1 Enable the Variable Pay Statement Tag in the Employee Files

Procedure

1. Go to Admin Tools Configure Employee Files , make sure the status of Variable Pay Statement is Show.



2. Go to Employee Files.

Select an employee in the Varpay form, click Personal Varpay Statement tab.

Next Steps

Users can now see the newly created Personal Varpay Statement.



12 Complete the Compensation Cycle

Context

As a final step, you need to update the new information in your compensation worksheets to Employee Central.

Procedure

1. Go to Compensation Home and select the variable pay plan template you are going to publish and click Complete Compensation Cycle.

2. Click Publish Data, and then Publish in Employee Central.

If you want to review the completion status of your worksheets first, click Check Form Status. The number of your worksheets for the selected template and their completion status is displayed.

3. Click Submit to push out the new information.

Variable PayComplete the Compensation Cycle


12.1 Publishing selected worksheets in Employee Central

You can now select and publish specific completed worksheet in Employee Central for a selected Variable Pay Plan template.

Procedure

1. Navigate to the Admin Center.2. In Tools search field, type Go to Compensation Home and select the variable plan template you want to

publish. Select Complete Compensation Cycle tab.3. Click Publish Selected Worksheet in Employee Central.4. Publish selected worksheets displays a multi-select search field for Employee, Division, Department and

Location.5. Based on the search options, a list of worksheets are displayed.6. Select the worksheet(s) to publish and click Submit.

7. Once the process is complete, you will now receive an email notification to your registered mail address.

NoteThe process could take some time, depending on the number of forms. If you do not receive any notification regarding your process, contact our SAP Support.

8. While publishing selected worksheet, if there are no variable pay forms for the selected template, a warning message 'No variable Pay form found with this template' is displayed.


Variable PayComplete the Compensation Cycle

13 Variable Pay reports

There are a number of reports available to validate Variable Pay data.

To view the Variable Pay reports:

1. Select Admin Tools Compensation Home List of Variable Pay Programs .

2. Select the appropriate program, then go to the Plan Setup section and click Validation Reports Other Reports .

The following table describes the available Variable Pay reports.

Table 15:

Process Step Validation Report Content

Import Employee History Business Goal Performance A report showing imported business goals, including calculated results (if available).

Employee History A report showing employee history data.

Employee History Gaps A report showing employees with data gaps in the employee history file.

Employee History Overlaps A report showing employees with overlapping employee history records.

Import Business Goal Weights Business Goal Weights A report showing imported business goals, including business goal weights and calculated results (if available).

Business Goal Performance Business Goal Performance A report showing imported business goals, including calculated results (if available).

Bonus Payout A report that can be used to export final incentive payout data for submission to Payroll. This report should only be run after Variable Pay manager forms have been created. It contains a single row showing the bonus payout per employee per manager form (if an employee appears on multiple manager forms, they will also have multiple corresponding rows in the Bonus Payout report).

Bonus Payout Details Report A report that can be used to prove business goal calculations. It includes only business goals (no individual or team goals). This report contains multiple rows per employee, showing the calculated payout for every business goal an employee has within a bonus plan.

Variable PayVariable Pay reports


Process Step Validation Report Content

Overrides A report showing override amounts (if configured).


Variable PayVariable Pay reports

14 Administration

14.1 Variable Pay Permissions

Administrative Permissions

It is recommended that a “technical user” be created to handle Variable Pay administrative tasks. Authorized users can then be granted proxy permission to access the technical user in order to perform Variable Pay activities.

The following highlighted permissions need to be set in Admin Tools Set User Permissions Manage Permission Roles specifically for the Variable Pay technical user:

Variable PayAdministration


Executive Review Permissions

The following highlighted permissions need to be set in Admin Tools Set User Permissions Manage Permission Roles to permit access to Executive Review for managers, administrators, HR business partners, etc.:

14.2 Variable Pay: administrative set-up tasks

Manage Currency Conversion Rate Tables

Currency conversion rate tables are uploaded to the system via a CSV file. The currency conversion rate table for Variable Pay is different than the one used for the Compensation module. Multi-currency views – Functional Currency (USD), Employee Local Currency, and Other – depend on this information.

NoteThe currency conversion rate table must remain unchanged during the entire bonus planning/calculation process. Conversion rates must be identical at both the beginning and end of the process.

1. Currency conversion tables support rates with up to 15 decimal places of precision. It is recommended that all currency conversion rates have a precision of no less than 5 decimal places.

2. Variable Pay currency conversion rate tables are imported into SuccessFactors at: Admin ToolsCompensation Home Actions for all Plans Currency Conversion Table



3. Currency conversion rate tables must be in CSV format, with no headers.

Table 16:

SAMPLE Currency Conversion Rate Import File

Embed sample import file,

or actual import file here

4. Be sure to define a conversion rate for each currency used. Because Variable Pay is “functional currency-centric,” all rates are based on the functional currency of the program (this is different than with Compensation merit planning).

Currency codes supported by SuccessFactors can be found at: http://www.xe.com/iso4217.php



http://help.sap.com/disclaimer?site=http://www.xe.com/iso4217.php

Data Imports

There are five data files that must be imported as part of the Variable Pay set-up process. Refer to the data integration section of the Variable Pay Configuration Workbook for additional information about each of the import files listed below.

Bonus Plans Import File

Bonus plans define the weighting of the business, individual and/or team goals used to calculate incentive payments.

NoteThe bonus plans file is generally created and imported during the initial implementation and does not need to be re-imported unless there is a change to the bonus plans included in the program.

Bonus plans file is imported into SuccessFactors at: Admin Tools Compensation Home Select correct planPlan Setup Plan Details 2. Import Bonus Plans It is also possible to create/edit bonus plans directly in the Admin Tools user interface. Bonus plans must be set up prior to calculating bonus payouts.

Table 17:




Eligibility Rules Import File

Eligibility rules define which bonus plan is used to calculate an employee’s bonus for each assignment. Bonus Plan Code (bonusPlanCode) is the bonus plan eligibility field in the Employee History data file.

The eligibility rules file is imported into SuccessFactors at: Admin Tools Compensation Home Select correct plan Plan Setup Plan Details Eligibility Eligibility rules must be imported prior to calculating bonus payouts.

NoteThe eligibility rules file is generally created and imported during the initial implementation and does not need to be re-imported unless there is a change to eligibility rules.

When the eligibility rules file is imported, there is an option to Delete all existing records prior to importing new data. Select this option if you would like to do a full file replacement; otherwise, imported eligibility rules will be appended to the existing list already in the system.



Table 18:




Employee History Import File

This file contains the employee history records used to generate prorated incentive payout calculations for each participant.

NoteOnly employees who are eligible for an incentive calculation should be included in the employee history file. All employees must also have a record (either active or inactive) in the master user file.

Each employee record corresponds to a date-effective time period used to calculate a prorated payout for each bonus plan for which the employee was eligible during the plan year.

The employee history file is imported into SuccessFactors at: Admin Tools Compensation Home Select correct plan Plan Setup Manage Users Import Employee History Employee history must be imported prior to calculating bonus payouts.

When the employee history file is imported, there is an option to Delete all existing records prior to importing new data. Select this option only if you would like to do a full file replacement of all employee history for all employees; otherwise, imported employee records will be appended to the existing ones in the system. If new/revised data is imported for a user with previously-imported history data (i.e., same USERID), the new data will overwrite the existing data. It is strongly recommended that a full file replacement be done each time, so this option should generally be selected.

NoteAny modifications to employee history records done manually using the employee history editor (as discussed in section 3.0 ), will be deleted when a full file replacement is performed.

Table 19:




Business Goals - Introduction

Business goals contain the business goal definitions, goal forecasts, and goal results for every participating employee. The variable pay module requires this information to determine the goal level payouts which impact the



bonus calculation. Two files are needed to manage business goals: the Business Goals import file and the Business Goal Weights import file.

Business Goals Import File

The business goals file is imported into SuccessFactors at: Admin Tools Compensation Home Select correct plan Plan Setup Plan Details 1. Import Business Goals Business goals must be imported prior to calculating bonus payouts.

NoteColumn C in the business goals file should be the User ID of an admin user who will not be inactivated in the system and should be the same for all participants. As a point of information, this user will receive multiple email notifications each time business goals are imported (assuming the appropriate email notifications templates are enabled). For this reason, you may want to create a unique admin user whose only function is to “hold” all of the business goals for the company (and for whom you can set up an invalid email address so no one gets spammed!).

Column F is the goal plan id for the variable pay program and should be changed each year to correspond to the goal plan created for that year.

When the business goals file is imported, there is an option to Delete all business goals for this program prior to import. Select this option only if you would like to do a full file replacement of all business goals for all employees; otherwise, imported business goals will be appended to the existing ones in the system. It is strongly recommended that a full file replacement be done each time, so this option should generally be selected.

NoteThe business goal weights file (discussed in the following section) needs to be re-imported every time after importing a business goals file.

Table 20:




Business Goal Weights Import File

Business goal weights map business goals to bonus plans.

The business goal weights file is imported into SuccessFactors at: Admin Tools Compensation Home Select correct plan Plan Setup Plan Details Import Business Goal Weights Business goal weights must be imported prior to calculating bonus payouts.



When the business goal weights file is imported, there is an option to Delete all existing records prior to importing new data. It is strongly recommended that a full file replacement be done each time, so this option should generally be selected.

NoteThe business goal weight file must be re-imported every time the business goals file (discussed in the previous section) is imported to re-establish the link between business goals and bonus plans.

Table 21:




14.3 Employee History Editor

The employee history editor is populated each time the employee history file is imported. To access the history editor, go to Admin Tools Compensation Home Select correct plan Plan Setup Manage Users Edit Employee History



Employee History Editor: Data Handling

Employee history data may be manually changed in the history editor:

The following steps and rules should be noted when managing employee data using the history editor:

1. To add a new employee history record, you must use the “Add New” button (or import using the employee history import file as described in section 2.2.1).

2. The history editor may be used to export, update and re-import employee data. To re-import employee data in this manner, the first column of the csv-formatted import file must contain the #Emp History Id (^systemID).

3. When you re-import a record, the history editor is performing an update only (not a replace or add).4. Prior to importing edited data back into the system, the following columns must first be deleted:

○ First name○ Last name○ Status

5. As a short cut, it is not necessary to re-import all columns every time something is changed. It is required that #Emp History Id (^systemID) be included with every import. However, only the additional columns you wish to import also need to be included.

6. The “Select Locale” drop-down option defaults to the user’s locale and controls the way dates and numbers are formatted when data is exported from SuccessFactors. This option is not “sticky,” so if you are importing data using a locale other than that of your logged-in user, you need to select the correct locale prior to every import.

NoteData must be exported and re-imported using the same locale to avoid data formatting issues.

7. The “Character Encoding” drop-down option defaults to “Western European (Windows/ISO).” If you find that certain characters are not importing correctly, use Unicode (UTF-8) or the appropriate Asian character set.



14.4 Calculate Bonus Payout

Before VP manager forms can be created, bonus payouts must first be calculated. Admin Tools Compensation Home Select correct plan Plan Setup Calculate Bonus Bonus Payout

Select Choose Bonus Plan(s) All Bonus Plans and click the Calculate button. It is also possible to select individual bonus plans to calculate, or to calculate for a particular manager or employee. It is generally recommended, however, to always select All Bonus Plans when performing calculations.

Once the bonus calculation process has finished, an email notification will be sent to the email address of the user who started the calculation:



14.5 Bonus Calculation Without the Business GoalsYou can now set up bonus plans with only individual or team goals supported. You do not have to define business goals necessarily.

Configuring Bonus Calculation Without Business Goals

1. Go to Compensation Homeand choose a compensation plan.2. Go to Plan Setup - Settings - Set Bonus Calculation.3. Choose Yes / No to use business goals. The default is yes.

Depending on your selection, the bonus calculation equations change. This can also be set in the XML.Summary PageAfter disabling business goals, on the Summary page you will not see any business goals information.WorksheetOn the worksheet, the business goals sections will not be displayed.NavigationBusiness goals will also not be accessible on the navigation: Plan Setup - Manage Plan Details.ReportsAll reports related to business goals, such as the bonus payout details report, will not be displayed: Plan Setup - Reports- Other Reports.

14.6 Step-by-Step Guide to Creating Variable Pay Worksheets

Context

Procedure

1. To create worksheets, select Admin Tools Compensation Home Select correct plan Manage Worksheets Create Worksheet



2. Complete the fields (defined below) and select Create

a. Bonus PlanEnter a worksheet name of your choosing. What is entered here will be the prefix for all forms that are created from this screen. This name will be visible in manager inboxes. Do not use “slash” characters / or \ in the pre-pend form name, as this could cause issues if form data is exported. Instead, use something such as a “dash” character –.

b. Cycle DatesEnter the Start Date of the plan (e.g., 01/01/2013) and End Date of the plan (e.g., 12/31/2013). Enter the Due Date of the plan (typically the date by which the bonus planning process should be complete). All three date fields are required. The dates will be visible in the manager inbox. If you enable Document Due and Document Overdue email notifications, emails will be sent based on the Due Date entered here.

c. Head of PlanningEnter the name of the top person in the hierarchy for whom you would like to create bonus plans. This is typically the CEO. Worksheets will be created for every compensation planner in that hierarchy.

d. Include Inactive UsersSelect this box to include inactive users on the bonus worksheets (otherwise, only active users will be included).

e. Create worksheet for Head of Planning onlySelect this box to create only one form containing the direct reports of the person entered as Head of Hierarchy, rather than forms for all employees from the Head of Hierarchy down through the organization. This is a particularly useful option to select when conducting testing, as only a single bonus form will be created.

f. Send email notification to planner(s)Select this box to send email notifications to worksheet recipient(s). This is only applicable if Document Creation Notification is enabled.

3. To review worksheets, navigate to the Compensation tab of the first user in the workflow, and click on the appropriate Form Title:



If data is updated in the employee history editor, and “Calculate Bonus Payout” is re-run, already-created bonus forms will be updated with the new data – a new form does not need to be created.

14.6.1 Deleting Already-Created Bonus Worksheets

Procedure

1. To delete bonus worksheets, go to Admin Tools Compensation Home Select correct plan Manage Worksheets Manage Worksheets



2. Select the form(s) to be deleted3. Click the Delete button4. Confirm the deletion



14.6.2 Handling of VP Forms after Creation

After creation, the bonus worksheets will be routed to the Compensation Administrator’s Compensation inbox. After calculations are verified, the worksheet can be routed to the next step.

Data Changes after VP Form Creation

It is possible to update employee data after VP forms have been created. However, the following points should be kept in mind:

● If a new employee history file is imported and the old employee history data is deleted (i.e., a full file refresh), all previously-created VP forms need to be deleted, the Calculate Bonus Payout process needs to be re-run, and new VP forms need to be created.

● If a new employee history file is imported, with the new data appended to existing employee data, previously-created VP forms are not affected. However, a new VP form needs to be created for the newly-imported employees, or the employee(s) need to be manually added to an existing VP form(s).

● If a change is made to any of the following fields in the employee history editor, the Calculate Bonus Payout process needs to be re-run to update already-existing VP forms:○ Proration date fields: Bonus Start Date, Bonus End Date○ Eligibility fields: Business Goal Code or Bonus Plan Code○ Basis fields: Annual Target Amount or Currency

● If a change is made to other fields in the employee history editor, already-existing VP forms will be updated automatically with the new data with no additional action required.

● If business goals are added or changed, the business goal weights file needs to be re-imported and the Calculate Bonus Payout process needs to be re-run to update already-existing VP forms.



14.6.3 Variable Pay Worksheet - Employee Membership

Employees on a variable pay worksheet are typically moved for one of three reasons:

Move Employees Between Forms

An employee changes managers and the Administrator needs to move the employee to the new manager’s VP form.

Admin Tools Compensation Home Select correct plan Manage Worksheets Employee MembershipMove employees



Add Employees to Forms

An employee joins the company and the Administrator needs to manually add him/her into the appropriate manager’s VP form (if the VP forms have already been created and the employee is an eligible participant).

Admin Tools Compensation Home Select correct plan Manage Worksheets Employee MembershipAdd employees

Delete Employees from Forms

An employee leaves the company and the Administrator needs to manually remove the employee from the appropriate planner’s compensation form.

Admin Tools Compensation Home Select correct plan Manage Worksheets Employee MembershipDelete Employees



NoteIf the VP form is linked to a PM form, the PM form must be created first, and the VP form created second, in order to establish a link between the two. If the PM form is created after the VP form (e.g., a new employee is hired), first Delete the employee from the VP form on which they appear; next, ensure the PM form is created; and, finally, Add the employee back to the VP form.

14.6.4 Update Variable Pay Worksheets

This functionality enables you to update all the forms attached to a VP program template. When there is a change to an employee’s imported user data, performance rating, and goal information, the VP form is only updated with the change when it is opened, refreshed, or saved.

In order to ensure VP data is up-to-date, it is highly recommended that this process be used to update all VP forms prior to exporting data, as well as after importing updated user and/or VP data.

NotePerform a VP update prior to exporting data. Be aware that this update may take several hours to run, depending on the number of VP forms and employees being updated. This update process can also be automated if you import data via FTP.

Admin Tools Compensation Home Select correct plan Manage Worksheets Update WorksheetsUpdate all worksheets



Automatically Transfer VP Forms to Other Managers

You have the option to automatically manage employee changes during the VP process. You can specify the actions you want to take for each change scenario and those changes are automatically applied to all in-progress and completed (optional) VP forms.

Go to the Update Worksheets page to automatically move a VP entry when there has been a manager change, and to remove inactive employee or planner forms. Make your selections and click Update to save your changes.



NoteThese updates happen one time only. You must return to this screen each time to process changes after each new employee import. Alternatively, you may automate these options if you import employee data via FTP.

14.7 Live Profile View

Live Profile Visibility enables managers and employees to see an individual employee view of the Variable Pay bonus calculation in Live Profile View.

Live Profile Visibility can be controlled by the Variable Pay Administrator throughout the Variable Pay process, even after Variable Pay forms have been created.

To enable or disable Life Profile View, select Admin Tools Compensation Home Select correct planManage Worksheets Permissions Live Profile Visibility and choose the appropriate option.

NoteLive Profile View does not require that Variable Pay forms be completed – as soon as the view is enabled, as described above, the current Variable Pay form (in its current route step) will be displayed.



14.8 What is de-centralized administration?

The de-centralized administration functionality in the SuccessFactors Compensation and Variable Pay modules provide a way to for a global enterprise to share one template to manage compensation and variable pay processes.

Many large global organizations have de-centralized or distributed teams and processes for managing compensation and variable pay. For example, a consumer goods company headquartered in the United States might have offices across the globe in Brazil, UK, France, India, and China. Each of these offices might be responsible for their own compensation planning and have independent teams who manage their compensation processes. Therefore, the administrator of the Brazil compensation program should be able to perform his tasks independent of his counterpart in India and so on. Each country, region, or market might also have its own cycle for compensation planning. For example, the U.S. office launches its annual compensation forms in March, but Canada launches its compensation forms in May.

The de-centralized functionality provided in the Compensation and Variable Pay modules allows different administration groups, teams, markets, countries, or regions to use a single template across the entire organization to manage their compensation processes.

With this feature in place, the U.S. headquarters for the company in our example can create one compensation template to use for the entire organization covering all countries, while each country’s administrator will have access to only their country’s data and processes.

The ability to manage compensation and variable pay in a single, common template significantly reduces administrative overhead and provides the ability to view all organization-wide data in one location, which provides a holistic view.

Many security features are in place to ensure that administrators can access data only for their assigned markets, regions, teams, and groups.

14.8.1 Enabling de-centralized administration

The de-centralized administration feature is typically enabled during provisioning.

You can enable de-centralized administration for a customer when you provision their account or anytime an existing customer account upgrades their instance to the required release.

When de-centralized administration is active for an instance, the Enable Decentralized Administration option appears as follows:



14.8.2 Creating and managing admin groups

Admin groups are dynamic groups to which Local Admins are assigned as part of a de-centralized administration environment.

Prerequisites

To create and manage admin groups, you must be logged in as an admin with the Manage admin dynamic groups permission enabled.

Context

For the system to know which users are permitted to manage template and guidelines, you need to create an admin group and assign the appropriate Local Admin users to the group. When a guideline is created, you associate it with a specific admin group. All Local Admin users who have been granted membership in the admin group associated with that guideline will be able to view and manage the guideline. Any user who has been granted Super Admin privileges will have access to view and manage all guidelines across all admin groups that are created for your account.

Noteit is possible for a Local Admin to have multiple group memberships. For example, Carla Grant is a compensation admin for both France and Denmark. Therefore, it makes sense to set her up as a Local Admin with membership in the admin groups created for both of those locations.

Procedure

1. Select Compensation Administration Actions for All Plans Manage Admin Groups .



2. Select Create New Group.

3. In the Group Name field of the Group Definition window, type a descriptive name for the new admin group.

4. Choose the Username entries for the group members to include in this admin group, then click Update when you are finished.

Results

The Group Membership total changes to include the members you added.

NoteTo remove a member from an admin group, follow the steps to navigate to the Group Definition window, then delete the Username entry for the user from the group list before you click Update.



14.8.3 SuccessFactors objects that are affected by de-centralized administration

Administrators have a range of features under de-centralized administration that are applicable to managing objects in the SuccessFactors Compensation and Variable Pay modules.

De-centralized administration features apply to the following SuccessFactors objects:

● Compensation guidelines● Variable Pay guidelines● Variable Pay bonus plans● Variable Pay business goals● Variable Pay business goal weights● Variable Pay exports and validation reports

○ Import and export of gates and accelerators (the administrator should have full permissions for both bonus plans and business goals)

○ Export of bonus plans○ Export of business goals○ Export of business goal weights○ All validation reports

14.8.4 Access to guidelines under de-centralized administration

When de-centralized administration is in effect, Super Admins and Local Admins have different levels of access to guidelines.

Super Admins will have access to all the guidelines within a template. However, Local Admins will have access to only those guidelines that belong to their assigned admin group. For example, a Local Admin who is a member of the Canada group can access only the Canada guidelines, while the Super Admin will have access to all of the Canada Guidelines as well as all of the guidelines for Denmark and France.

The Super Admin has CRUD access to all guidelines

Under de-centralized administration, a user who is assigned as a Super Admin will have create, read, update, and delete (CRUD) access to all guidelines across all admin groups.



The Super Admin:

● Can lock guideline rules. After being locked, a guideline rule cannot be changed. If a change is required, the Super Admin will first have to unlock the rule.

● Has access to all admin groups and can re-assign a formula to different admin groups.● Has access to unassigned formulas (those formulas which have no associated admin group). Local Admins do

not have access to unassigned formulas.● Must ensure that there are no unassigned formulas, no duplicate guidelines, and formulas are in the correct

order.

NoteThe associated admin group only determines which admins can view, edit, or delete the guidelines. The application of the guideline formulas on the employee population for Compensation and Variable Pay calculations are not changed by the admin group association.

14.8.5 Example of guidelines management access for Local Admins

Local Admins have access to configure guidelines for only their assigned groups on the admin screens as well as the import files.

A Local Admin can only access and modify the guidelines that have been associated with the groups to which they have been added as members.

ExampleWilma Sown is a member of the Canada Admin Group, so in the import file example shown below, Wilma can access only those guidelines with an Administrator_Group marked as –Canada Admin Group.



Local Admins can be members of more than one admin group, but they still cannot access guidelines that are assigned to admin groups to which they haven't been added as a member.

ExampleWilma Sown has been added as a new member of the US admin group, and is still a member of Canada Admin Group. She will now have access to view and edit the guidelines for both the Canada and US groups. However, she still will not have access to any of the guidelines managed by members of the France Administrators admin group.

14.8.6 Other considerations for implementing de-centralized administration

There are a few considerations to keep in mind when you enable de-centralized administration for your customers.

When you work with the de-centralized administration feature:

1. Enable this provisioning switch: Enable Decentralized Administration [requires "Enable Compensation Admin 2.0"]

2. After the provisioning set-up is finished, the feature will be available for users. However, for the Variable Pay “Administrator_Group”, the following definition should be added to all Variable Pay Goal Plan Templates:○ <field-definition id="Administrator_Group" type="textarea" required="false" detail="false"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-update="push-down"> <field-label>Associated Group Name</field-label> </field-definition>



14.9 De-Centralized Admin for Variable Pay

Variable Pay administrators have additional capabilities regarding bonus plans, business goals, and business goal weights.

Bonus Plans

Local admins can access only those bonus plans that belong to the admin groups that they are a member of. Super admins have access to all bonus plans. E.g. cgrant is a Super Admin and mhoff is a local admin who is a member of the Germany Admin Group.

Cgrant (super admin) has access to all bonus plans in the system

Mhoff (local Germany admin) has access to only those bonus plans that are stamped with Germany admin group



Configuring Bonus Plans on Screen or via Import

● Super admins can leave the administrator group column blank but local admins cannot● Any bonus plans that have no associated admin groups are accessible only to super admins● While importing the bonus plans, local admins can associate only those groups they are members of. The

import job will throw a validation error and send an error email to the admin if there are records with admin group names to which the local admin does not have access.

Export of Bonus Plans

Super Admins can export the entire list of bonus plans. However, local admins can export only those bonus plans they have access to.



Sample Super Admin Export

Sample Local Admin Export

Business Goals

Local admins can access only those business goals that belong to the admin groups that they are a member of. Super admins have access to all business goals.

Importing Business Goals

● Super admins can leave the administrator group column blank but local admins cannot● Any business goal that have no associated admin groups are accessible only to super admins● While importing the business goal, local admins can associate only those groups they are members of. The

import job will throw a validation error and send an error email to the admin if there are records with admin group names to which the local admin does not have access.



Mhoff (local admin) has access to only Germany Business Goals

Exporting Business Goals

Super Admins can export the entire list of business goals. However, local admins can export only those business goals they have access to.

Sample Super Admin Export

Sample Local Admin Export



Business Goal Weights

Business Goal Weights is different from Bonus Plans and Business Goals in the sense that there is no Admin group associated with a business goal weight. However, in order for an admin to define the business goal weights for a bonus plan, the admin should have access to both the bonus plan and the business goals.

There is no change in the file format for the business goal weights import. However, the import job will check the access to bonus plan and business goals to validate access for the admin initiating the import job. If the validation fails, an email message is sent to the admin.

Key Assumption:

As a best practice, an admin who has access to bonus plan A should also have access to all business goals associated with that bonus plan. This is required to make sure the weights always add upto 100. If an admin has access to bonus plan A, however, has access to only 3 out of the 4 business goals associated with that bonus plan, then the system will show an alert message for the super admin to rectify the problem.

Mhoff (local admin) has access to only Germany Business Goals and Germany Bonus Plans

Reports

For all validation reports, local admins can access only data that they have access to. Super admin will have access to all data.



14.10 How do you manage Variable Pay guidelines?

Context

Guidelines allow you to set parameters for discretion on the Individual and Team Components of a Variable Pay Program, or to allow for defaulted elements related to performance rating or other criteria, even if no discretion is allowed of the variable pay planner.You can add, clone, and delete the guidelines. There is also a decentralized administration option for guidelines.

NoteThis is an overview of how to navigate within the tool. Your Professional Services Consultant will walk you through your specific configuration.

Guideline Overview: There are three types of guidelines in the system, "Individual Guideline", "Team Guideline" and "Advanced Guideline".

"Individual Guideline" and "Team Guideline" are a quick way to input guideline information when the following criteria are applicable..

● Rating Scale is 1:1 from a single rating to a guideline● Performance Rating is the only guideline attribute (or no guideline attribute)● There is no need to force defaults on rating changes

If your guidelines are any more complex then the above, use the "Advanced Guidelines" linkWARNING: If you are using "Advacned Guidelines" and you make an edit and save in either the "Individual Guideline" or "Team Guideline" section, it will overwrite your "Advanced Guideline" rule. The remainder of this section is to depict the "Advanced Guidelines" settings

Editing Advanced Guidelines

Procedure

1. In the form template menu under the Plan Setup section, go to the Plan Details drop down tand select "Advanced Guideline."You will see a list of the guidelines setup within your configuration. Depending on your configuration you may have one or many.

NoteTake special care with the Clone Rule, Change Rule Settings, and Delete Rule options. Your Professional Services Consultant will walk you through these options if they feel you may have a need to use them. Alternatively you may contact Customer Success if you feel you have a need to use these options in the future. If you have many changes to make, you can also Export and Import your rule set. Make sure you save your file as a CSV file before importing. Also, please note the file you import will overwrite your entire rule set so make sure it is complete before importing.

2. To edit a guideline:



a. Select the rule name or choose View/Edit Formula.b. Select the specific element within each rule that you want to edit.

A dialog box appears with fields for you to specify a From and To, or to change the value for Min, Low, Default, High, Max, and so on. Depending on your configuration you may have more or less columns displayed in the dialog.

c. Click Save to preserve your changes.3. To add a new guideline:

a. Click Add New Formula.b. Select Click to Edit to enter each of your parameters, making sure that your entry for Formula Name is

unique, then Save your new guideline when you are done.

14.10.1 Creating New Guidelines

Procedure

1. On the Compensation Home screen, click the compensation plan template to which you want to add guidelines.

2. On the Plan Setup chevron, click Plan Details, then Advanced Guidelines.

RecommendationBefore making any changes, we recommend that you back up your current configuration, in case you need to revert back or reference the prior settings. To do so, click Export to save the current configuration to a CSV file.

3. Click Add New.

4. Enter a rule or guideline name and select the rule type.

The rule type lists the different elements for which you can create guidelines. For Variable Pay, the only two options are

Note○ varpay (used for the Individual Guideline)○ varpay_team (used for the Team Guideline)

5. In the Formula Criteria field, you can choose from the criteria Rating, Ratio Range, Job Level, Pay Grade, and Budget Group. Depending on your requirements select attributes that are needed:

Table 22:

Select this check box … If …

Rating The employee's performance rating needs to be considered during the calculation of the column value.



Select this check box … If …

Benchmark N/A for Variable Pay Programs

Job Level The employee's current job level affects the guideline.

NoteThe Job Level field was often repurposed prior to the use of custom fields for guidelines, and is still common in many configurations. However, the recommendation is to use custom fields for guidelines if "Job Level" is not an intuitive field.

Pay Grade The employee's current pay grade affects the guideline.

Budget Group You're applying this rule to a specific compensation group.

Custom Fields Up to three custom fields can be used for guidelines. However, values must be of type amount or string, and must be imported (not calculated) values.

6. In the Hard Limit field, choose between Yes and No.If you select Yes, the manager cannot go outside the values defined in the Mininimum and Maximum guideline columns. If you select No, the manager is allowed to set a value that is not within the range but a warning will be issued.

Note

7. The Prorating field is inapplicable to VarPay guidelines

8. In the Force Default On Rating Change field, choose between Yes and No.This setting is applied when a performance rating is changed. If you select Yes, the compensation worksheet will be updated when an employee's performance rating changes. The employee's increase recommendations will change to the default guideline values associated with the new rating. This will occur even if the manager already entered an increase according to the guideline associated with the previous rating. If you select No, nothing changes on the compensation worksheet.

9. In the High/Low Action field, choose between Warn and Allow. This controls whether ot not the "inner guidelines" create a warning if the input is outside of the bounds, or allows input without a warning.

Most configurations include guidelines for a minimum and maximum entry. If your configuration also has a High and Low guideline, this setting determines whether managers will receive a warning for going outside of the guidelines. Note that unless a warning is configured, there will be no opportunity to flag users that have gone outside of guidelines in executive review

NoteIf your customer is displaying the guidelines column on the template, the default view will show the Min - Max. To change the view, you need to change the comp-payguide-pattern tag in the XML file.



Let's assume your customer has the following guideline:

Table 23:

Min Low Def High Max

0 2 3 5 10

Here are some possible XML options:

○ <comp-guideline-pattern>min-max</comp-guideline-pattern>

This will display 0% - 10% in the guideline column on the worksheet.

○ <comp-guideline-pattern>low-high</comp-guideline-pattern>

This will display 2% - 5% in the guideline column on the worksheet.

10. Optional: In the Note field, add a note, for your reference, describing the rule.11. In the "Guideline Enforcement" you can select whether guidelines should be enforced only for "Min" values,

"Max" values or both12. In the "Allow input of zero despite guidelines;" you can define if a value of zero shold ignore other upper and

lower bounds indicated by guidelines. This is most commonly ised for managers exercising discretion to not pay out a bonus for a particular employee, even if there are rules about the minimum acceptable payout amount

13. Make the Performance Percent field (editable|Read-Only): Optional as to whether the performance percent is just a display or can be changed (aka manager discretion)

14. Use rating as percentage: allows for the rating coming from a PM form to be used directly as the percentage of payout versus translating the rating scale into a specific payout percentage

15. Save your entries.

You are now ready to associate formulas with the guideline you created.

For companies with very complex guidelines, it may be easier to edit in csv format.16. Click on the rule name of the guideline you just created to open the rule formulas.17. Click Export to fill in the formulas in the CSV file.

18. Fill in the formulas in the CSV file as required:

○ In the formulaName column, enter a unique formula name. This will not show on the worksheet. The rule name is only used by the administrator to reference the rule.

○ If you use ratings to define guidelines, you will see the following columns:○ In the ratingFrom column, enter the starting number for the rating in this guideline.○ In the ratingFromInclusive column, enter True or False to indicate if the From Rating is included in

the specific guideline.○ In the ratingTo column, enter the ending number for the rating in this guideline.

○ In the ratingToInclusive columns, enter True or False to indicate if the To Rating is included in the specific guideline.



ExampleHere is an example for the Rating columns:

Table 24:

ratingFrom ratingFromInclusive ratingTo ratingToInclusive

1 TRUE 3 FALSE

3 TRUE 4 TRUE

4 FALSE 5 TRUE

In the first row, we define a guideline for an employee with a rating from 1 to 2.9999. Because the ratingToInclusive is FALSE, the guideline applies to all ratings up to 3, but not the rating 3.In the second row, the guideline includes a 3 rating and a 4 rating and anything in between.In the third row, the guideline applies starting at 4.00001. A 4 rating is not included in this guideline because the ratingFromInclusive is FALSE. However, anything above 4 and up to a 5 rating is included.

○○ I○ In the jobLevel column, enter the job level to which this guideline is applied. The values in the guideline rule

must be an exact match to values in the user data file for the Job Level field.○ In the payGrade column, enter the pay grade to which this guideline is applied.○ In the budgetGroup column, enter the compensation group to which this guideline is applied.○ In the Min column, enter the minimum value of the range.○ In the Low column, enter the lowest value of the range. This can be left blank if your customer is only using

Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Default column, enter the default value that will be applied to this rating. This is also the default rating that is set if the Force Default On Rating Change field was set to Yes when you created the guideline.

○ In the High column, enter the highest value of the range. This can be left blank if your customer is only using Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Max column, enter the maximum value of the range.Note that Min and Max are the most commonly used values. If Low and High guidelines are not needed, leave these columns blank.

19. Save your changes.20.Go back to your instance and click Import to upload the guidelines to the system. Note that the file you import

will overwrite your entire rule set so make sure it is complete before importing.

NoteYou can set a series of formulas for a rule.

The order in which you arrange your formulas is important. The tool goes through the list starting with the first formula. Once the first formula is met, it will not go through the remaining formulas. So, do validate the order once before saving your formula list.



Example

14.11 Access Variable Pay Provisioning settings in Admin Center

You can now access a few features in Variable Pay from Company Settings tab which was previously enabled through provisioning.

Prerequisites

Before you can set up the new features in Variable Pay, you will need to enable the relevant role-based permissions for Admin.

Enable Compensation and Variable Pay Feature Settings in Permission Settings > Manage Compensation.



Procedure

1. Navigate to the Admin Center2. In Tools Search field, type See Action for all Plans.3. In Company Settings tab, you can enable the following features:

1. Include only Completed Variable Pay worksheets: When this setting is checked, you can generate statements only for completed worksheet.

2. Enable Executive Review Edit-in-place: When this setting is checked, executive review screen opens as editable and you can change recommendations for all employees at the same time.

4. Click Save.

NoteEnabling these features affects all plans.

14.12 Employee Central - Variable Pay Integration

This appendix requires an understanding of Employee Central (EC) and Variable Pay. If you’re not already familiar with the Employee Central framework, we suggest going through the Employee Central Implementation Handbook. Specifically, an understanding of foundation objects and the different data models would be useful. Employee Central drives a lot of the information you see in Employee Profile and talent information. It captures information about a company’s organization, pay, job structure and employees. Because information is natively stored in Employee Central, other modules like Compensation and Variable Pay can access the information stored here and leverage Employee Central’s capabilities. However, for other modules to be able to talk to Employee Central, certain steps need to be performed. This handbook guides you through the steps required to integrate Employee Central with Variable Pay. Variable pay is an objective way for companies to recognize and reward employee contribution towards company productivity, profitability, team work, safety, quality, or some other metric deemed important. By integrating Variable Pay and Employee Central, you can leverage both modules to use data that has already been setup by the company’s Admin in Employee Central to: • Determine employees who are eligible for the Variable Pay program • Determine employee eligibility for the bonus plans • Calculate the basis that is used for variable pay calculation

Prerequisites



Before beginning the integration process, make sure you have:

• Set up Employee Central with the required data for job information, compensation information, recurring pay components and non-recurring pay components.

• Set up Variable Pay by creating a variable pay program, including setting up bonus plans.

• Enable generic objects for eligibility rules.

Integrating Variable Pay with Employee Central

The Employee Central-Variable Pay integration flow can be described as a 7-step process.

Table 25:

Step 1 Prepare the Variable Pay Template for Integration

In this step, you set the effective date of mapping and remove invalid configuration

Step 2 Mapping the Fields – Employee History

In this step, you define mappings between the Variable Pay employee history fields and the Employee Central fields.

Step 3 Mapping the Fields – Entry Level

In this step, you define mappings between the Variable Pay entry level fields and the Employee Central fields.

Step 4 Define the Variable Pay Eligibility Rules

In this step, you define eligibility rules that will apply to the Variable Pay program for Global, Employee History and Bonus Plans

Step 5 Configure the VRP Employee Central Settings

In this step, you configure the Variable Pay Program for integration with Employee Central .

Step 6 Assign Eligibility Rules to Bonus Plans

In this step, you will assign a rule for the different bonus plans.

Step 7 Import Employee History from Employee Central

In this step, you’ll be importing employee history records from Employee Central.

Step 8 Perform Standard Variable Pay Process Steps

In this step, you will perform tasks that are required to complete the Variable Pay

Step 9 (Optional) Publish Variable Pay data to Employee Central

In this step, you will publish Variable Pay data to Employee Central.



14.12.1 Preparing the Variable Pay Template for Integration

To extract employee information and publish back to Employee Central, both the Company and the Variable Pay template must be EC-enabled. The company instance is EC-enabled through Provisioning. The Variable Pay template may be EC-enabled by entering an effective date in the Plan Settings page

The effective date can be entered on the Settings page and can be any date in the future. Note that the effective date impacts the data pulled at the Entry (Summary) Row, versus the data pulled from the history file which is over a span of time. The current employee records for EC are end dated very far in the future, so choosing a date that is in the future will ensure the most current record is pulled.

Once the compensation template has an effective date the template is expecting all user data to come from Employee Central. You can no longer import data through the user data file. If you are using a template which was previously configured to expect imported fields at the Entry level, you will need to clean up the following in the XML before you can begin other configuration:

Remove (or change) the custom fields using importKey tag. It is NOT supported configuration to use importKey in EC-Comp integration, so you must remove ALL references to importKey in your XML in order to launch worksheets. This includes importKeys defined in the Budgets and Rating Source sections of the XML. All import key reference must be removed, or you will not be able to launch worksheets. Note that budget groups and budget by user are not a supported configuration. You will need to remove or change the budget configuration in order to launch worksheets.

A Variable Pay plan can be enabled to be a hybrid plan by selecting the hybrid setting on the Settings page. A hybrid template is used when a company has some users that are not in Employee Central, and other users that are. For example, your customer may have their North American based employees in Employee Central, but their international employees are only included in SuccessFactors for performance and variable pay planning, since their core data is housed in a different HRIS. In this case, you can make a template a "hybrid" template by enabling the hybrid template checkbox on the settings page. Templates marked as hybrid will have import keys defined, but will only be used for non-EC employees, while data mapping will be used for EC employees. Again, hybrid does NOT mean you can have mixed data sources. It is NOT possible to select some field-level data from Employee Central and the remaining field-level data from the user directory for the same user.

14.12.2 Mapping the Fields - Employee History

A Variable Pay form contains a lot of data fields. To pass information from Employee Central to the Variable Pay Form, the fields must be mapped. While mapping can be defined in either the data model or through the UI, the strong recommendation is that all mapping be set in the UI to prevent syntax errors.

Before mapping, make sure the following setting is on in Provisioning:

• Enable EC Employee History Field Mapping Page For Employee History Records.” To set mapping, navigate to Plan Setup > Settings > EC Employee History Field Mapping.

Table 26:

EC Category Display in UI Mapping Component

Job Information jobInfo



EC Category Display in UI Mapping Component

Compensation Information compInfo

Compensation payComponentRecurring

Spot Bonus payComponentNonRecurring

Personal Information personalInfo

Employment Details employmentInfo

Pay Component Group payComponentGroup

Job Relationships jobRelationsInfo

Person Info personInfo

After selecting the EC Category, the EC Component Name (for some types) and EC Field Mapping will be available for selection as well.

Important: No mapping will be defined for varPayProgramName, startDate, endDate, basis or recordType (note that vfld15 is reserved for integration). However, these fields must exist in the varPayEmpHistData section of the data model. These options will not appear in the mapping UI.

14.12.3 Mapping the Fields - Entry Level

While the Employee History file will drive bonus payout, many customers wish to have fields mapped at the Entry (Summary) Level as well. The strong recommendation is that all mapping at the Entry level be conducted within the UI versus XML to reduce mapping errors. Variable Pay can currently retrieve data from the following Employee Central components:

Table 27:

Component Display in UI Mapping Component

Compensation payComponentRecurring

Compensation Information compInfo

Employment Details employmentInfo

Job Information jobInfo

Job Relationships jobRelationsInfo

Pay Component Group payComponentGroup

Person Info personInfo



Component Display in UI Mapping Component

Personal Information personalInfo

Spot Bonus payComponentNonRecurring

Mapping can be set up to individual pay components, to a pay component group sums or to any of the other components mentioned above. Once the plan has an EC effective date, field mapping categories will display for each worksheet field in the column designer. A "Filter by field type" checkbox allows field mapping of like fields only; for instance, string to string, numeric to numeric. There might be use cases where it is necessary not to check this setting, but for the majority of field mapping, you will want like fields to be mapped. Note: Fields must be mapped to the correct element type. A “string” field cannot be mapped to a “number” field or vice-versa. In this mapping: componentType specifies the type of EC component that data will be retrieved from. componentCode is only valid for the component types payComponentRecurring and payComponentNonRecurring – it will be ignored for all other component types. If used, the external code of the pay component foundation object should be specified in the mapping.

This field can be omitted for payComponentRecurring. When omitted, the system automatically picks the recurring pay component that is marked usedForCompPlanning. usedForCompPlanning is a recurring pay component field that can assume any of the following values : NONE, BOTH, COMP, VARPAY. Note that only one pay component can be assigned the value BOTH or COMP.Related salary fields (for example, curSalary, salaryRateType, salaryRateUnits, localCurrencyCode, etc.) must be mapped from the same recurring pay component.

fieldName is the EC hris-field from which data will be retrieved. An hris-field can be of a simple type (e.g., string, number, money, date) ; reference a picklist (in which case the picklist label will display on the compensation worksheet) ; or reference a foundation object (in which case the external code of the foundation object will display on the compensation worksheet). A list of hris-fields can be found in the Succession Data Model.

14.12.4 Defining the Variable Pay Eligibility Rules

In Variable Pay, there are three levels of eligibility rules. These rules must be defined in the “Manage Business Rules” section of Employee Central before they can be assigned to the Variable Pay Program

Table 28:

Level Description Valid Base Objects for Rule

Global Eligibility Rule (optional) Allows for an over-arching rule that can be set to be applied on the effective date. For example, if the rule is that only active employees are eligible, and the Global Eligibility Rule effective date is 12/31/2015, then only employees active on 12/31/2015 will be eligible for a payout. Note that the rule set in Business Rules will not include the effective date.

NEED CONFIRMATION



Level Description Valid Base Objects for Rule

Eligibility Rule for Employee History Records

Defines what records are pulled for inclusion in employee history. This can improve processing time by only obtaining relevant records versus all records for all employees

Job Information

NEED CONFIRMATION

Eligibility Rule for Bonus Plans This rule is set for each bonus plan to define which employee has eligibility for that specific bonus plan. Note that this rule looks at employee’s EC information versus only information pulled in the Employee History data like in a non-EC Integrated environment.

NEED CONFIRMATION

To create a new rule:

1. Go to the Administration Tools page. In the Company Processes and Cycles portlet, select Company SettingsManage Rule Objects.

2. The Manage Rule Objects page appears.

3. Click Create New Rule. When you finish defining the rule, click Save.

4. When creating eligibility rules for Variable Pay, only the “If” conditions of the rule are defined —the “Then” conditions are always left blank.

5. Repeat this process until all types of rules have been created: Global, History and Bonus Plan Note: Only certain base objects can be used for the different types of rules. Refer to the chart above before setting rules.

14.12.5 Configuring the VRP Employee Central SettingsIn this step, you will configure the Variable Pay Plan to use Employee Central data.

1. In the Admin Tools, select your template then Plan Setup > Settings >Employee Central Integration Settings

2. You should already have the “Effective Date” entered from step one. However, you may review and modify it here

3. Select Yes for the Use Employee Central for history data and bonus targets option. By doing so, you are configuring the plan to use Employee Central Variable Pay data in these areas

On enabling this option, two other options are displayed.

(a. )To import employee history data in addition to using Employee Central as a data source, select Yes against the Allow Employee History Import option.

(b) For the Merge Similar Employee Central Records option, specify whether you’d like to merge adjacent history records that have no change in information. By default this is set to No.

Selecting “Yes” will consolidate as follows. When employee history data is pulled from EC, if two adjacent records have the same data with the exception of the start and end date, data pulled from EC is merged and stored as one record. The new record uses the start date of the first record and the end date of the second record.



4. For the Enable global eligibility rule option, select Yes if you’d like to apply an additional global eligibility rule to filter out user records as in Process Step 4.

This will bring up two additional fields.

(a) From the Select global eligibility rule dropdown, select the rule to apply as defined in Step 4

(b) In the Global Eligibility Rule Effective Date field, specify the effective date of the rule. If this is left blank, the end date of the Variable Pay program is considered the effective date for the eligibility rule. A sample case for using this option would be if the client’s variable pay program contained a global rule specifying eligibility only for employees active on December 31. If a global eligibility rule is created for status equal to active, and the effective date is set to December 31, only employees active as of this date will be selected for further eligibility processing.

5. Select the Eligibility Rule for Employee History Records from the drop-down list of eligibility rules created in Step 4.

6. Define the basis for incentive calculation. The system allows you to calculate the incentive basis up to three ways. Your selection determines additional fields that are displayed . Options are as below and multiple can be selected:

• Bonus target and “%” derived from job info

o Option 1: Get the earnings from Job Info in Employee Central

o Option 2: Bonus target and "%" derived from pay component group

• Bonus target derived from pay component group and "%" from job info

Table 29:

Option Sample

Eligible Earning Field Mapping in Job Info : jobInfo.custom-double1

Bonus target “%” field mapping in job info : jobInfo.custom-double2

Bonus target “%” field mapping in pay range :

Eligible Earning Currency Field Mapping in Job Info : jobInfo.custom-string9

Pay Component Group Name in HRIS : payComponentGroup.[TargetPay]

Eligible earnings considered as annualized earning for the program :

Yes | No

Note: If more than one source for determining the basis is selected, the priority for each user will be based on the order listed above. For more information on what happens when you select the different options for targets, detail is contained in the FAQ section at the end of this appendix. 7. Click Save when you finish.

14.12.6 Assigning Eligibility Rules to Bonus Plans

In this step, you will specify the eligibility rule to be used for the bonus plan. To specify the eligibility rule:

1. In the Admin Tools, navigate to the Company Processes and Cycles portlet.



2. Select Variable Pay > Compensation Home.

3. In the Plan Setup tab, select Plan Details > Configure Bonus Plans. This’ll bring up a list of Bonus Plans in the system. A sample is shown below.

4. Click on the Bonus Plan to be assigned an eligibility rule.

5. In the Eligibility Rule field, specify the rule to be applied to the imported history records. This rule will follow the same logic as an un-integrated Variable Pay Program

6. In the EC Eligibility Rule field, specify the rule to be applied to EC history record as defined in Step 4 Remember that the only valid Base Objects for an EC Eligibility rule for Bonus Plans are “NEED LIST”

7. Check all values as you would for any Variable Pay plan.

8. Click Save when you finish making your changes.

14.12.7 Importing Employee History from EC

In this step, you will import the employee history records from Employee Central and/or the external data source. The program-level eligibility rule is applied on this data to determine bonus program eligibility and proration for each employee.

Note: Once data gets imported, it is locally stored in Variable Pay and any updates to data in Employee Central are not automatically reflected until the next time the import process is executed.

The steps to import employee history are as follows:

1. In the Plan Setup tab of the Variable Pay Template, select Manage Users > Import Employee History from Employee Central. Note that the Manage Users > Import Employee History from Employee Central option is visible only if you selected Yes in Step 5 of Configure Variable Pay Plan. If you specified Yes but still cannot see this option, reload the Variable Pay Program or log off and log back in. Settings available on this page are as below:

Table 30:

Name Option Description

Import only changed records Checked | Unchecked Selecting this option will import records only for employees whose assignment information has changed in EC. This approach is recommended only if you have a small set of changed records to be updated in Variable Pay. If this option is not selected, Variable Pay will import all eligible records from EC

Do not Update Completed Forms Checked | Unchecked Selecting this option will not update employee history records that are already present on a completed form. If an employee is on a completed form his or her record will not be updated



Name Option Description

Run Bonus Calculation & Update Launched Forms

Checked | Unchecked Selecting this option will trigger the Bonus Calculation and Mass Update jobs following import of the records. Bonus data for employees that have changed records will be updated in any forms that have already been launched

Process EC history records after (date_time) Sets a criteria for what date or later the update process should be run

Once complete, select “Process” and the Job will be initiated.

There are several other considerations when processing Employee History: Making Updates: Note that it is advisable to run EC History Processor in Full Import Mode if changes have been made to Rule(s) definition or new Rule(s) have been associated to the program since the last successful run of the process. This applies to both Global Eligibility and Program Level Eligibility rules. If you choose to run EC History Processor in Partial Import Mode in such situations, please expect that you will notice inconsistency/inaccuracy in data of the Employee History Records thus populated. Please contact your Customer Success Advocate for any further questions on this Import Process Performance Improvements: If you find that the processing time for importing records is too long, you can update the settings in provisioning to change how records are processed. Cahnge to the below in the Variable Pay section

Table 31:

Setting Value

Variable pay history processor batch process size 500

Variable pay history processor sub job number (not more than 5)

5

Variable Pay calculation batch process size 300

Variable Pay calculation batch process size for EC records (no more than above size)

300

FAQS on Processing Options

What is the difference between a sub-job and a batch?

To understand the difference, consider this example: assume there are 500 users, and 2 sub-jobs processing the request. In such a scenario, the batch size of the sub-job will be 250. Effectively, this means that the number of users are equally divided between the sub-jobs.

The Variable pay calculation batch process size field controls the batch size for the processing and is common for both EC and non-EC history records.

The Variable pay calculation batch process size for EC records field controls the batch size for EC records only. Note that this value cannot exceed the value of the Variable pay calculation batch process size.

If EC integration is not enabled, the value set in the Variable pay calculation batch process size for EC records field is ignored.



The default batch size is 100. If there are more than 10,000 records, we recommend setting the Variable pay calculation batch process size to 500.

Importing Records from Outside of Employee Central: If you are storing employee history for some employees in a source other than Employee Central, select the Manage Users > Import Employee History option just as you would with an un-integrated Variable Pay Program

Because some of the data is coming from EC, you will want to be careful as to which options you select, such as to not Delete all Existing Records, if EC history has already been imported.

Warning Received when Processing that a Job already Underway: Because processing Employee Central records can be lengthy depending on the complexity of your eligibility rules, you may receive a warning that an import process is already being executed. The process of the existing job can be tracked in Provisioning under “Monitor Jobs”

14.12.8 Performing Standard Variable Pay Process Steps

Now that you have set up your programs, you will need to perform the standard Variable Pay processing steps, such as:

1. Run Bonus Calculation.

2. Generate Manager forms.

3. Validate All Data, history and calculations

4. Route the forms through the different routing steps.

5. Complete the Variable Pay forms.

14.12.9 Publishing Variable Pay Data to Employee Central

Publishing to EC is a three-step process: Step 1: Configure the comp-ect-output-component for publishing in the Variable Pay template XML Step 2: Publish Data Step 3: Validate the output of publishing

SubStep 1: Configure the comp-ect-output-component for publishing in the Variable Pay template XML Below is sample code for outputting a Variable Pay payout.

Sample Code

<comp-ect-output-component componentType=" payComponentNonRecurring" componentName="SPOT" effectiveDate="2012-03-01"> <comp-hris-field-map><comp-field-id><![CDATA[localCurrencyCode]]></comp-field-id><hris-field-id><![CDATA[currency-code]]></hris-field-id></comp-hris-field-map><comp-hris-field-map><comp-field-id><![CDATA[Custom_Payout_Amount]]></comp-field-id<hris-field-id><![CDATA[value]]></hris-field-id></comp-hris-field-map><comp-hris-field-map><comp-field-id><![CDATA[Overall_Performance]]></comp-field-id><hris-field-id><![CDATA[custom-double2]]></hris-field-id>



</comp-hris-field-map><comp-hris-field-map><comp-field-id><![CDATA[PPM_Multiplier_Lookup]]></comp-field-id><hris-field-id><![CDATA[custom-string2]]></hris-field-id></comp-hris-field-map><comp-hris-field-map><comp-field-id><![CDATA[assignmentTargetAmountTotal]]></comp-field-id><hris-field-id><![CDATA[custom-double1]]></hris-field-id></comp-hris-field-map> </comp-ect-output-component>

In this mapping, componentType specifies the type of EC component that data will be retrieved from. In this case it is a non-recurring pay component. comp-hris-field-map contains the mapping between the Variable Pay field and the Employee Central field. componentName="SPOT" is the external code of the pay component. effectiveDate="2012-03-01" is the effective date for the pay component SPOT. Note that publishing will not fail if the effective date is not provided. Unlike Compensation, this field is not used to determine if the template is EC-enabled.

Publishing date is determined in the following order: use pay date from the entry hris-field-id=pay-date, if specified

Sample Code

<comp-hris-field-map> <comp-field-id><![CDATA[lookup_custom_field]]></comp-field-id><hris-field-id><![CDATA[pay-date]]></hris-field-id> </comp-hris-field-map>

In this example, lookup_custom_field is a custom field configured in the variable pay template to determine the effective date for an individual user by using a lookup table. Note that the “type” of the custom field must be “date”. use effectiveDate of ect-output-component if neither of the two are provided, use Pay Date as specified in the UI at the time of publishing

Validations performed when saving the template. Validate that the template is EC-enabled.

Sample Code

<comp-variable-pay …> ... <varpay-hris-integration enabled="true" /> ... </comp-variable-pay>

Validate that the component name is required for non-recurring component. Validate that the component name is valid, if specified. Validate that both comp field and hris field are valid and not duplicated.

SubStep 2: Publish Data Ready to publish? Here’s a checklist to help you.

Criteria

□ Does the Admin have the following RBP permission: Administrator Permission > Manage Variable Pay > Store Varpay Data in Employee Central.

□ Does the Variable Pay template have a definition for the comp-ect-output-component?

□ Have all compensation forms been completed? Incomplete forms cannot be published. □ Are the pay components to be published uniquely named?

□ Verify that only one template has been specified for publishing.



□ Verify that the Variable Pay template is EC-enabled: <comp-variable-pay …> ... <varpay-hris-integration enabled="true" /> ... </comp-variable-pay>

Once you’ve ticked off all the items in the list above, you are ready to publish. Here are the steps to publish.

1. In the Admin Tools, navigate to the Company Processes and Cycles portlet.

2. Select Variable Pay > Compensation Home.

3. From the list of plans displayed in the left pane, select the Variable Pay Plan whose data is to be published.

4. In the Complete Compensation Cycle tab, select Publish Data > Publish in Employee Central. The Store Varpay Data in Employee Central page is displayed.

5. Click Submit to publish data.

Notes

If more than one form was created using the Variable Pay template, the last modified form will be published. If the overwrite field has been configured in the Variable Pay template, finalPayout value will be overwritten at the time of publishing.

SubStep 3: Validate the output of publishing Variable Pay data is published to the payComponentNonRecurring hris-element. (provide sample XML of payComponentNonRecurring code) Reasons that Publishing can Fail:

• Pay components have to be uniquely named. Duplicate names will cause publishing to fail.

• Money and Amount fields cannot be published to a custom long field in Employee Central.

14.12.10 FAQ: Employee Central - Variable Pay IntegrationAre there any differences in the way eligibility rules are applied for Compensation and Variable Pay? The table below describes the difference between Compensation and Variable Pay, in terms of how rules are applied.

Table 32:

Compensation Variable Pay

Eligibility of users All users are eligible by default unless a rule excludes them.

All users are ineligible by default(excluded), unless a rule includes them.

Number of rules that can be applied Multiple rules can be applied. One global filtering rule can be applied.

One eligibility rule can be applied.

One eligibility rule per bonus plan can be applied.

Why does the Variable Pay rule not reflect the changes in the picklist id?

If the picklist IDs change after the rules have been created, the rules must be manually updated as the changes are not automatically propagated.

What permissions do you need to specify to publish Variable Pay data to Employee Central?

To publish the variable pay data to Employee Central, the Admin must have the following RBP permission: Administrator Permission > Manage Variable Pay > Store Varpay Data in Employee Central.



In terms of Variable Pay, how does EC store history records for employees and how is bonus calculated?

Employee history is driven by employee Job Information. So, if an employee assumed three different roles during the course of the bonus period, the employee will have three different history records. Here’s an illustration showing how records for 4 different employees are treated.

Notes:

Each record must have a proper Job Start Date and Job End Date: As of today, if the Job Start Date is before the program start date, the Job Start Date defaults to program start date. Likewise, if the Job End Date is after the program end date, it defaults to the program end date. This can be changed in “Settings”.

For jobs that have the same start and end date, the records are split when there is a change in compInfo or personalInfo. However, this is done only when a relevant mapping is specified in the data model or the basis mapping.

14.12.11 Hybrid Templates

For customers in a "Partial EC" environment, some users are housed primarily within Employee Central, while others are from an external source and are only using SuccessFactors for other solutions, such as Performance or Compensation. The "Hybrid Template" allows users from both EC and Employee Profile data sources to exist on a single Compensation template. Employees in a Hybrid Template are grouped into two categories. "EC Employees" have their source of data in EC and all mapped data must come from an EC source. "Non-EC" Employees have their source of data as imported via the UDF, and all data must come via an import key. As in EC-Integrated environments, no data can be directly imported for EC Employees, and must be mapped from EC.

To enable a hybrid template, take the following steps:

1. Remove all existing Eligibility Rules: The hybrid template does not allow for the Business Rules engine to be used as in an EC-Integrated environment. Unless you remove the Eligibility Rules before enabling the Hybrid Template switch, the template can become corrupted

2. Plan Setup > Settings > Settings In the "Employee Central Settings" section, enter the Effective date (if not already entered) and "Enable Hybrid Template

3. Update all mappings from EC for EC-Employees and establish Import Keys for all non-EC employees

4. Update all Eligibility rules. Note that the recommendation is to use the eligibility engine as this can be used for both EC and non-EC employees. See chart below for more detail.

After the "Hybrid Template" setting has been enabled, note the behavior differences as below:

Table 33:

Setting Employee Type Un-Integrated Template

Hybrid Template EC-Integrated Template

Column Source Non-EC employee Uses Import Key from User Data File

Uses Import Key from the User Data File

n/a

Column source EC employee n/a Uses field mapping from Employee Central

Uses field mapping from Employee Central



Setting Employee Type Un-Integrated Template

Hybrid Template EC-Integrated Template

Eligibility Non-EC employee Uses either Eligibility Engine Rules OR Imported Eligibility Flags

Uses either Eligibility Engine Rules OR Imported Eligibility Flags (recommend use Eligibility Engine for consistency)

n/a

Eligibility EC employee n/a Use Eligibility Engine Rules (but NOT based on Business Rules, just column properties)

Uses Business Rules mapped to the Eligibility Engine

Warning: Note that the Hybrid template should only be used in a "Partial EC" environment where some employees are in EC and others are imported. It is not a supported configuration to use in a "Side by Side" environment where some employees are in EC and others are imported via a PI such as the SAP Standard Add-On

Common Questions on Hybrid Templates:

Q. If an employee has a record in EC, but has since become inactive as an EC record, but becomes active again in the system as a non-EC employee, does the system act to treat them as non-EC on the comp worksheet?

A. It depends on how the user is made active again as we can rehire the user in EC which means user will be considered a valid EC user OR treat this user as a new user with new user id and other info in which the user will be considered as a non EC user.

Q. In the hybrid template, is it possible to map to the EC pay range, or must a loaded pay range be used for all employees? Or, as a contrast, must the EC pay range be used?

A. It is optional. We can use EC as well as Non EC pay ranges.

Q. I have data that needs to be imported for all employees, both EC and Non-EC, can I use the Import Key for all employees for some columns?

A. No. EC Employees cannot have data imported directly. You must either load the data into EC, such as into a custom field and map over to CMP, or use an alternate method such as referencing a lookup table. Note that using a lookup table with a key of employee ID is not a recommended configuration due to the potential size of the lookup table which may have performance impacts.

14.13 Enabling Bonus Forecasting

Bonus Forecasting is a way for an Administrator to determine expected payouts based on estimates of business goals and employee history without launching worksheets.

To enable Forecasting, the following steps must be taken both in Provisioning as well as within the admin tools:

Provisioning Settings

1. Enable the Attachment Manager



2. Enable Generic Objects — requires Enable the Attachment Manager

Administrative Permissions (RBP)

Next enable permissions in RBP. Note that these permissions will exist even if the Provisioning components are not set up, but unless the Provisioning Settings are also set the tool will not work

1. Manage Variable Pay2. Manage Bonus Forecasting

Once forecasting has been enabled, a forecast can be run using the standard grouping filters of Division, Department and Location.

Or, you can enable the additional custom filters as follows:

Plan Setup > Settings > Forecasting Settings > (Choose additional fields for grouping) Caution: The Forecasting tool assumes that standard methods of calculating bonuses are used. If your program uses extensive use of custom fields to determine payout, then forecasting may be inapplicable.

To execute the forecast, three steps are required:

Step One:

Update Goal file with Forecast values Export goals file, update the "forecast" and "forecast2" values per goal. It is possible, but not recommended, to also update the "actual" results. The recommendation is to only update the "actual" prior to form launch.

Step Two:

Plan Setup > Forecast Bonus > Forecast Bonus

Table 34:

Label Description

Forecast Name Name to appear in archived forecast reports

Description Description of forecast, must be within the bounds of the program start and end dates

Calculations for Team and Individual Goals Indicate how the forecast should be adjusted in addition to elements set in the Business Goals file

XXX % target achieved Set using the target with a consistent percentage across all employees

Previous year's data (select plan template) Set using a previous template, based on an assumption of the same ratings over year

Create Generate forecase

Reset Reset all forecast settings back to default (blank)

Step Three:

Plan Setup > Forecast Bonus > Forecast Results Once the forecast has been run, the results of previously run forecasts can be picked up and reviewed. Forecasts that have not completed running will show as "In Progress". Once complete, click on the hyperlink of the forecast name to review.



14.14 Assignment Level Custom Fields

Assignment Level Custom Fields (or ALCF) is the term to describe any custom field within the template that is not at the Entry (aka summary) level. This includes fields at the assignment level, as well as section and detail level for Business, Team and Individual sections. Note that ALCFs are only valid when using Assignment Based Rating (ABR) and all configuration of ALCF fields must be done within the XML.

When can we use Assignment Level Custom Fields:

Assignment level custom fields were designed for Assignment-based Rating (ABR). Only when ABR is turned on, we will calculate and show Assignment Level Custom Fields on worksheet. Specifically, for level = teamSect | teamDet, we need ABR for team as true, similarly, for level = indSect | indDet, we need ABR for individual as true. However, when it comes to ‘teamDet’ and ‘indDet’, which were designed for team goals and individual goals, we require the team section or individual section to be ABR by goal. For by section/by summary, we won’t show fields with level as ‘teamDet’ or ‘indDet’.

Level:

The default value “” stands for entry level as backward compatible. For other levels, we will need to set explicit values: ‘assignment’, ‘bizSect’, ‘bizGoal’, ‘teamSect’, ‘teamDet’, ‘indSect’, ‘indDet’ and ‘goal’. Later in this doc, ‘assignment level custom fields’ refer to level = ‘assignment | bizSect | bizGoal | teamSect | teamDet | indSect | indDet’. The levels are considered with below layers. ▪ Entry ▪ Assignment ▪ BizSect ▪ BizGoal ▪ TeamSect ▪ TeamDet ▪ IndSect ▪ IndDet

ImportSrc, ImportKey and Reloadable:

• To import value from User Directory, set importSrc=”UD”, then the importKey should be a column name in User Directory.

• To import value from Employee History, set importSrc=”DM”, then the importKey should be the field name defined in Data Model. The value will be fetched from the employee history record of current assignment object.

• Specific for ABR by goal and level = “teamDet” or “indDet” (for level = “goal”, we keep things as is in VRP-1398), we could choose to import value from the objective related to current team/individual goal. Just set importSrc=”OBJ” and the importKey follows the same rules as in VRP-1398.

• When reloadable is set to true, the values will be reloaded every time user clicks the ‘Refresh’ button on worksheet.

Formula:

Generally we support all the available formulas. But for different levels, we could use different set of fields in formula.

• Entry – we could only use entry level fields in formula (Same as before)

• Assignment – we could use entry level + assignment level fields. BUT, the dependency path could not fall as a cycle.

• So the rule is simple, a lower level field could reference fields on the same level or any higher levels as part of its own formula.

• The entry->assignment->section->goal path actually forms a context, the values of referenced fields will be fetched within the context. When it’s with level=”assignment”, we only get value from current assignment (say Assignment1). When running calculation on next assignment (say Assignment2), the same field will hold a new value from the ‘current’ assignment (Assignment2).



• Not only custom fields but standard fields are also grouped as levels. Please refer to the screenshot above.

AggregateField:

A higher level custom field could be aggregation of a DIRECT lower level custom/standard field. Just set aggregateField=”<fieldID>”. With aggregateField attribute, we should NOT config formula or import settings.

DisplayOrder:

Currently, we could set displayOrder for assignment level custom fields, but it only works within the same level and only for custom fields. We will enhance this part to support mix of standard/custom fields in future.

Reportable:

If an assignment level custom field is configured as reportable, we will store the values in MDF. So if we need any assignment level custom fields to be reportable, the following steps must be taken:

1. Update Provisioning Settings • Attachment Manager • Enable Generic Objects -- requires "Enable the Attachment Manager" • Ad Hoc Reports • Variable Pay Ind Goals (ABR) • Variable Pay Team Goals (ABR)

2. If no RPB, Grant the report permission in Admin Toolsà Dashboard / List View / Spotlight View / Report Permission

3. Create the “Ind/Team Goals ABR” report in Reports and Analytics Ad hoc Reports

4. Configure the custom field that needs to be displayed in the report.

5. Preview the ad hoc report.

6. Find the fields & values in report

Visible vs. Reportable

We don’t have an official rule for which fields should be invisible but just reportable. Ideally all the fields could be configured as visible (hidden=false) and reportable (reportable=true), just vary in which report we could see them, like entry level fields will be reported in bonus payout report, and bizGoal in bonus payout detail report etc. However, even until today, we haven’t received specific requirements on how we should display level= bizSect & teamSect & indSect (they are supposed to be summary values for the whole section, not related to a specific goal). The only thing we could use them for now is as an intermediate step of aggregation from bizGoal/teamDet/indDet to assignment. Based on these, we are now more like leaving this part undone instead of making them invisible by design. So it would be great if you have any ideas or customer feedback on this part then we could enhance the product.

Importing from OBJ

The initial idea was to fetch a field from a PM goal (not a section) then display it on VRP worksheet. Refer to VRP-1398. We could say it’s an older concept but now it has more well defined rules for configuration. In the old days, we could define a level=’goal’ custom field then according to location, it could be shown in either team or ind section, or both. But now, we recommend users clearly define it as level=’teamDet’ or level=’indDet’, as we are getting rid of location. With above (level configured, location removed) set, the only thing we need to consider is which field of a PM goal we should point to. Surely, we need an extra attribute importSrc=”OBJ” as we are supporting import from other sources now. To do this, we need to set the importKey attribute. Starting from here, everything was kept the same as in https://jira.successfactors.com/browse/VRP-1398 You could find a comprehensive doc for which field we could refer to.

Below is an example for what we recommend users to configure:

<comp-field-definition id="teamDetOBJ" isCustomField="true" isVisible="true" type="string" useFor="varpay"



importKey="OBJECTIVE_STATUS" importSrc="OBJ" readOnly="true" level="teamDet"

needCalcTotal="true" hidePercentage="false" hideAmount="false" percentageReadOnly="false" reloadable="true">

<comp-field-label><![CDATA[Team Det OBJ_STATUS]]></comp-field-label>

<field-permission type="read">

<role-name>EM+</role-name>

<field refid="comp-fields"></field>

<route-step stepid="*"/>

</field-permission>

</comp-field-definition>

Features delivered and planned

Table 35: Assignment Level Calculations Chart

b1502/ b1505 Custom Fields Possible

Visible on CMP Profile

Editable Fields Read-Only Fields

Visible on New Worksheet

Visible on Old Worksheet

Entry x x x x x x

Assignment x x x x x

bizSect x x x x

bizGoal x x x x

teamSect x x

teamDet x x x x x x

indSect x x

indDet x x x x x x

Table 36: Assignment Level Calculations Chart

1508 (Planned) Custom Fields Possible





Entry x x x x x x

Assignment x x x x x

bizSect x x

bizGoal x x (new) x (new) x x x

teamSect x x

teamDet x x x x x x



1508 (Planned) Custom Fields Possible





indSect x x

indDet x x x x x x

14.14.1 Assignment Level Custom FieldsAssignment Level Custom Fields are now available for non-ABR programs. You can add Assignment Level Custom Fields at Business Section, Team Section and Individual Section levels, too. This gives you more flexibility in setting up your bonus payouts as per your specific requirements. In the column designer, you can now configure all levels of custom fields, including changing the order of the columns in the business goals section and also changing a field at assignment level to read-only.

1. Go to Compensation Home and choose a compensation plan.2. Go to Plan Setup - Design Worksheet - Column Designer.

A new drop-down list of types of fields to configure has been added. You can now carry out simple tasks, such as marking a field as editable, for custom fields at non-entry level here instead of via XML. Note that when you choose Add Column that the Standard tab does not work. Use the Custom drop-down option.When can you use Assignment Level Custom Fields?

Table 37:

Level ABR Non-ABR

Entry Y Y

Assignment Y Y

BizSect Y Y

BizGoal Y Y

TeamSect Y Y*

TeamDet Only for byGoal N

IndSect Y Y*

IndDet Only for byGoal N

14.15 Using the Column DesignerThe Column Designer can be used to layout fields at Entry (summary) Row of a Variable Pay Plan. In the Admin Tools, go to the Plan Setup section and click Design Worksheet > Column Designer. At this time, the column



designer can only be used to make updates to columns at the Entry (summary) level. Columns can be added as Standard Columns, Custom Columns or Groupings can be made to improve the overall usability of the worksheet

Standard Columns: Click "Add Column" > Standard > Select Column or Columns to add. Existing Standard Columns will be shown with a greyed-out checkbox next to the name.

A standard column has set functionality within the system. In Variable Pay it is strongly recommended to use standard columns whenever possible as they are more embedded in different views, standard reporting and tested functionality. The location of display will depend on configuration, most notably if an Assignment Based Rating (ABR) template or not.

Table 38:

Column Name as Shown in Selector (Before Re-labeling)

Column ID Description of Use Display

Amt goalResultsPayoutAmountTotal

Ind Calc Amount * Ind Percent

Business Calc Amount goalResultsPayoutAmountGrandTotal

Sum (All Goal Actual Payout Amount of all assignments for an employee)

Business Forecast 2 Percent totalForecast2Percent Forecast2 Calc Amt / Total Target

Business Forecast Percent totalForecastPercent Forecast Calc Amt / Total Target

Business Percent totalBusinessPerformancePercent

Actual Calc Amt / Total Target

Table 39:

Final Payout finalPayout Payout combination of Business / Individual / Team according to formula

Forecast 2 Calc Amount goalForecast2PayoutAmountGrandTotal

Sum (All Goal Forecast2 Payout Amount of all assignments for an employee)

Forecast 2 percent of Tgt totalGoalForecast2PayoutPercent

Forecast2 Amount / Total Target Amount

Forecast Amt goalForecastPayoutAmountTotal

Sum of (Group Total of Forecast Payout Amount for each Assignment)

Forecast Calc Amt goalForecastPayoutAmountGrandTotal

Sum (All Goal Forecast Payout Amount of all assignments for an employee)




Forecast percent of Tgt totalGoalForecastPayoutPercent

Forecast Amount / Total Target Amount

Ind Calc Amount totalIndividualCalcAmount Sum of (Target Amount of each assignment * Ind Goal Section Weight)

Ind Guideline totalIndividualGuideline Displayed Guideline for the Individual Section

Entry Level for non-ABR, Ind sect for ABR

Ind Percent performancePercent Default value or input value for Ind percent, relative to guideline

Entry Level for non-ABR and editable, Ind sect for ABR read only

Ind Rating totalIndividualRating Performance Rating from Individual source


Local Currency Code localCurrencyCode Currency of the employee as defined in UDF. Will translate to currency used in “Local” view

Entry Level

Table 40:


Forecast 2 Calc Amount goalForecast2PayoutAmountGrandTotal

Sum (All Goal Forecast2 Payout Amount of all assignments for an employee)

Forecast 2 percent of Tgt totalGoalForecast2PayoutPercent

Forecast2 Amount / Total Target Amount

Forecast Amt goalForecastPayoutAmountTotal

Sum of (Group Total of Forecast Payout Amount for each Assignment)

Forecast Calc Amt goalForecastPayoutAmountGrandTotal

Sum (All Goal Forecast Payout Amount of all assignments for an employee)

Forecast percent of Tgt totalGoalForecastPayoutPercent

Forecast Amount / Total Target Amount




Ind Calc Amount totalIndividualCalcAmount Sum of (Target Amount of each assignment * Ind Goal Section Weight)

Ind Guideline totalIndividualGuideline Displayed Guideline for the Individual Section


Ind Percent performancePercent Default value or input value for Ind percent, relative to guideline

Entry Level for non-ABR and editable, Ind sect for ABR read only

Ind Rating totalIndividualRating Performance Rating from Individual source


Local Currency Code localCurrencyCode Currency of the employee as defined in UDF. Will translate to currency used in “Local” view

Entry Level

Override totalFinalPayout Entry Level

Percent of Salary totalGoalResultsPayoutSalaryPercent

Final Payout / Salary (Imported from User Directory)

Percent of Tgt totalGoalResultsPayoutPercent

Final Payout / Total Target amount.

Team amt totalTeamAmt Team Calc Amount * Team Percent

Team Calc Amount totalTeamCalcAmount Sum of (Target Amount of each assignment * Team Goal Section Weight)

Team Guideline totalTeamGuideline Displayed Guideline for the Team Section

Entry Level for non-ABR, team sect for ABR

Team Percent totalTeamPercent Default value or input value for Team percent, relative to guideline

Entry Level for non-ABR and editable, Team sect for ABR read only

Team Rating totalTeamRating Performance Rating from Team source

Entry Level for non-ABR, Team sect for ABR

Total goalForecast2PayoutAmountTotal

sum of (Group Total of Forecast2 Payout Amount for each Assignment)




Total Target totalTarget Sum of (Total Target Amount for each Assignment)

Total Target Amount assignmentTargetAmountTotal

Sum(Goal Basis for each Assignment) + Ind Section Amt, Team Section Amt

Entry Level

Custom Columns: Click "Add Column" > Custom

A custom column has all functionality defined by the administrator. When possible, use a standard column versus mimicking standard in a custom column. Below are the properties that can be edited for custom columns

Table 41:

XML Attribute/property Column Designer Property Name Description of Field Property

comp-field-label Column Name Displayed Name of column, can be further translated

readOnly Read-only Is column editable by user or not in absence of FBP

type Column Type How is data stored and used: String| Money| Percent| Amount| Date| UserName

Money Format Specifies display and rounding rules

comp-custom-field-formula Formula Define formula

Validation

No Validation Don’t do any error checking

Set a Value Range Specify the lowest and highest values allowed in this column. Values that fall out of this range will get an error message.

minValue Minimum Value Lower Bound

maxValue Maximum Value Upper Bound

Set Enumerated Values Specify the possible values that display as menu options in this column. Users must select one of these values.

width Column Width Numeric width to override automatic width display




isVisible Hide this column on the form Hidden columns are not visible on the form

exportable Exportable hidden column Determines if a hidden column is seen on a details export, even if not visible

reloadable Reloadable Determines if value is updated when data updated via import key or data mapping. This is n/a for calculated values

reportable Reportable Can column be pulled in ad-hoc reporting. Note that not all columns are accessible, even if property checked

needCalcTotal Calculate Total For numeric values, determines if a total displayed on form

id Column Id Used to identify column in equations, reporting, etc.

importKey Import Key For templates where the source is the UDF, defines column header of import. N/A for EC-Integrated Templates

isCustomField N/A Indicates if field is custom or standard. Set at point of selection of column type

useFor N/A Indicates tab for display. Will be “varpay” for all Variable Pay

level N/A Where does data element appear: assignment| bizGoal | bizSect | entry | goal | indDet | indSect | teamDet | teamSect

importSrc N/A For Assignment Level Custom Fields (ALCF), is source Data Model (DM) or User Data (UD)

aggregateField N/A ALCF Only – which field is this an aggregate of

percentWidth N/A

customFieldDisplay N/A

hidePercentage N/A Standard fields only where amount and percentage displayed, chose to hide the amount




hideAmount N/A Standard fields only where amount and percentage displayed, chose to hide the percentage

percentageReadOnly N/A

displayOrder N/A Order column appears on form, automatically sorted by column designer by drag and drop

showCustomEnumValueOnly N/A

Groupings: Click "Add Grouping" A custom group will be added to the bottom of the worksheet. A grouping can have the following properties. Once set up, the grouping can be dragged and drop to the appropriate location on the worksheet. Other columns can be placed into a grouping by dragging and dropping either onto the grouping name, or within columns already within the grouping. Note that if no columns within a grouping are visible by a user, the grouping will not appear.

Table 42:


comp-field-label Column Name Dsiplayed Name of Grouping

readOnly Grouping ID ID for use in XML

type Background Color Chose one of the six standard colors

Hex Color Code Type specific color code

comp-custom-field-formula Specify the labels for other languages Define translated labels

Layout: Columns can be rearranged to display in a different order. Drag and drop by clicking on the "grip" next to the column name. Note that this sorting is only for the Entry level. While some columns can be chosen as standard columns, if the column is set to display in the Team, Business or Individual sections, they will ignore the display order



14.16 Team Rating (Label) in Variable Pay Ad Hoc Reports

You can now add Team Rating (Label) column in Variable Pay Ad Hoc Reports.

Procedure

1. Navigate to Analytics > Reporting2. Select Ad Hoc Reports.3. Click Create New Report.4. Select the Report Type and Report Definition Type. You can choose any of the following variable pay reports:

○ Variable Pay Team/Ind Goals(Non ABR)○ Variable Pay Team/Ind Goals(ABR)○ Variable Pay Ind Goals(ABR)○ Variable Pay Team Goals(ABR)○ Variable Pay Bonus Payout

5. You need to select the Data Sets before selecting the column. Select Template in Data Sets Tab.6. Go to Columns tab and click Select Columns.

7. Select Team Rating (Label) from the list. Additionally, you can review, copy and delete your selection in the selected list.

8. Click Done.



14.17 Configuring Flexible Payout CurvesPrior to the Q2 2015 Release, Variable Pay only allowed customers to define 5 payout points corresponding to (min, low, target, high, max). The five points are a limitation for customers especially when setting up step-based payouts. With the Q2 2015 release,, we are removing this limitation; admins can now set up payout curves with an unlimited number of steps or interpolation points. This gives customers much more flexibility to set up their VarPay plans, especially for scenarios such as Store Managers, where the payout could be linked to the store profit and each %age change in the store profitability could be associated with a different payout for the managers

To configure:

1. Go to Plan Setup - Settings

2. Set the Enable Flexible Payout Curve radio button to ‘Yes’.

3. Under Plan Details, Choose the Import and Export Flexible Payout Curves menu option

4. The file to be imported should have six columns and the data for GOAL_NAME, GOAL_PLAN_TEMPLATE_ID, LOOKUP_FIELD, LOOKUP_VALUE, PERFORMANCE_STEP, PAYOUT_PERCENT.

5. Import the file once the file setup is complete

6. Go ahead and Calculate Bonus Payout and check the email notification for success/failure.

7. Check the Bonus Detail Report

a. Notice the Forecast Threshold/Payout Percent column and similarly Goal Result Threshold/Payout Percent column.

b. These columns display the information of the payout points within which the results lie. For example, if the Goal results are 45, the Goal Results Threshold/Payout Percent will show the value as (40 : 60, 07 : 0.8), where 40 and 60 are the payout points and the 70% and 80% their corresponding payouts.

c. This is a change from how the standard reports were shown previously with the information from five fixed points.

8. Import the Gates and Accelerators files if required. (Section 4 talks about the changes to the file setup for Gates and Accelerators.

9. Once the setup is complete, you can run the Calculation of Bonus Payout and Launch Forms.

10. When you open the worksheet, you can see the graph for the payout curve when you click on the business goal

11. Same graph can also be viewed in the Comp Profile in the Business Goals Section



Impact on Gates and Accelerators

If you are using Gates and Accelerators in your variable pay program, the setup of the import files for those will also get changed. Previously for the import file for the Goals and Accelerators, the “GATE_METHOD” and “ACC_METHOD” column would have one of the values from one of the pre-defined levels (performanceMin, performanceLow, performanceTarget, performanceHigh, performanceMax). With the flexible payout curves these pre-defined levels don’t exist anymore, hence you should be using the actual values such as 20, 30, 0.2, 0.3 or whichever way you are defining those “PERFORMANCE_STEP” in the file uploaded earlier.

Note: Some additional info on how the Gates/Accelerators work.

1. Defines which business goals in which plans act as a gate: EBITDA

2. Defines how the gate is applied (at what level) - business goal, section, or final payout: business_goal

3. If applied to another business goal, the target goal is named: EBITDA – Division

4. Defines what level of performance must be achieved by the gate goal – performance min, low, target, high and max: performanceTarget (previously), and 20 – step value(now)

5. Use a multiplier of 1 if the level of performance is one of the defined performance levels. This can also be set as any decimal value as a percentage of one of the performance targets. (e.g., The gate level of performance is 90% of target, then set the GATE_METHOD = performanceTarget and the MULTIPLIER as .9)

6. Defines whether the target will be capped by the gate achievement and if so at what percent?



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