PUBLIC Document Version: 1H 2021 – 2021-09-15
Integrating Employee Central and Compensation company. All rights reserved. affiliate
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1 Employee Central - Compensation Integration...... 5 1.1 Setting Up Compensation Plan Templates for Integration with Employee Central...... 7 Setting Up Budget Assignments in Plan Templates...... 8 1.2 Data Retrieval and Employee Central...... 11 Assigning Employee Central Fields to Compensation Worksheets...... 11 Pay Component Groups...... 12 Creating Pay Range Foundation Objects...... 13 Configuring Pay Range in the Salary Pay Matrix...... 16 1.3 Eligibility Rule Definitions...... 17 Configuring Rule Type...... 18 Creating Rules for Hybrid Templates...... 19 1.4 Publishing Compensation Data to Employee Central...... 19 Creating an Event Reason...... 21 Recurring and Non-Recurring Pay Components...... 22 Additional Information About Recurring Pay Components...... 24 Additional Information About Publishing Non-Recurring Pay Components...... 28 Displaying User ID in Scheduled Job Outputs...... 30
2 Viewing Custom Compensation Fields in the User's Locale...... 31 2.1 Fields in the Design Worksheet...... 32
3 Entities Relevant for Integration...... 35
4 Configuring a Compensation Planner Method...... 36
5 Disabling Business Rules While Publishing Data to Employee Central...... 37
6 General Issues and Guidelines When Publishing...... 38 6.1 Publication Readiness Checklist...... 38 6.2 Guidelines When Publishing Data to Employee Central...... 39 6.3 Known Issues When Integrating Employee Central With Compensation...... 40
7 Key Terminology Used In Employee Central - Compensation Integration...... 41
8 FAQs...... 53 8.1 How do you use the legacy Compensation Matrix in Employee Central?...... 53 8.2 How do you determine the external code of a foundation object?...... 56 To get a list of all external codes of a foundation object, you can create a report...... 57 8.3 How do you determine the external code for picklists?...... 57
Integrating Employee Central and Compensation 2 PUBLIC Content 8.4 How do you know which fields belong to jobInfo, compInfo, employmentInfo or jobRelationsInfo?...... 57 8.5 How do you specify that a different manager than the Direct Manager (such as SECOND_MANAGER) is the recipient of compensation worksheets?...... 58 8.6 Why do you encounter an error when the pay grade association uses Geozone, Pay Grade, and Department?...... 58 8.7 When integrating Employee Central - Compensation, how do you specify if a field will be displayed and/or if it will be editable?...... 58 8.8 Why are the Pay Range and Compa-Ratio fields not populating on the Compensation Worksheet? ...... 59 8.9 Employee Central does not use promotion map tables. As a result, managers find it tough to determine the mapping between grade and the salary pay. Is there a workaround?...... 60 8.10 How Do You Create a Business Rule?...... 60
9 Adding SuccessStore Employee Central - Integrated Compensation Plan Templates...... 62 9.1 Settings and Behaviors When Uploading Salary Planning Templates...... 63
10 Promotion Planning Process...... 66 10.1 Assigning Permissions for Compensation-Employee Central Promotion Integration...... 66 10.2 Configuring Compensation Plan Templates...... 67 10.3 Applying Employee Promotions Through Worksheets...... 69 10.4 Promotion Recommendations...... 71 Viewing Promotion Details in Worksheets...... 72 Viewing Promotion Details in Compensation Profiles...... 73 10.5 Publishing Job Information to Employee Central...... 74 Job Information Publication Rules...... 74 10.6 Viewing Published Job Information...... 75 10.7 Viewing Reports and Logs...... 76
Integrating Employee Central and Compensation Content PUBLIC 3 Change History
Learn about changes to the documentation for the Employee Central - Compensation Integration Guide in recent releases. Note that Change History is similar to, and replaces, What’s New Employee Central - Compensation Integration from previous releases.
<1H 2021>
Type of Change Description More Info
None We did not update this document.
<2H 2020>
Type of Change Description More Info
None We did not update this document.
Integrating Employee Central and Compensation 4 PUBLIC Change History 1 Employee Central - Compensation Integration
This section provides information on how to integrate an EC-enabled compensation plan template with Employee Central.
Prerequisites
You should have an understanding of Employee Central (EC) and Compensation. If you’re not already familiar with the Employee Central framework, we suggest going through the Employee Central Implementation Handbook in the Help Portal. Specifically, an understanding of foundation objects and the different data models would be useful.
A primer of terms is also provided at the end of this handbook. If you need to brush-up on your Employee Central or Compensation knowledge, we suggest going through this section first.
Introduction
Employee Central drives a lot of the information you see in the employee profile and talent information. It captures information about a company’s organization, pay, job structure and employees. Because information is stored natively 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 appendix guides you through the steps required to integrate Employee Central with Compensation.
Compensation Planning is an objective way of rewarding high-performing employees and retaining valuable employees. Compensation Planning focuses on how your company allocates salary, bonus, stocks and one-time lump sum disbursements.
Integrating Compensation with Employee Central
The Employee Central-Compensation integration flow can be described as a 4 step process.
In this step Do the following
Step 1 Prepare the Compensation Plan Template for Integration
Step 2 Use the Admin Tools available in the Column Designer to map the fields from Employee Central to Compensation
Step 3 Define Eligibility Rules
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 5 In this step Do the following
Step 4 Map the fields via the XML plan template to publish Compen sation Data to Employee Central
The diagram below shows how information flows within Employee Central and Compensation:
1. Setting Up Compensation Plan Templates for Integration with Employee Central [page 7] Learn how to make a Compensation plan template enabled for Employee Central. 2. Data Retrieval and Employee Central [page 11] For a Planner to make fair decisions on employees' compensation planning, the data on Compensation worksheets are very important. With an Employee Central-enabled Compensation plan template, the data should always come from Employee Central instead of Employee Profile or a User Data File. 3. Eligibility Rule Definitions [page 17] In Compensation, you can define eligibility rules to include or exclude employees. 4. Publishing Compensation Data to Employee Central [page 19] Learn about publishing Compensation results to Employee Central once you have completed the form.
Integrating Employee Central and Compensation 6 PUBLIC Employee Central - Compensation Integration 1.1 Setting Up Compensation Plan Templates for Integration with Employee Central
Learn how to make a Compensation plan template enabled for Employee Central.
Prerequisites
Before you set up the Employee Central settings, make sure you enable the relevant role-based permissions. Go to Manage Permission Role Select a relevant role Permissions Manage Compensation and select Manage Compensation Employee Central Settings.
Context
The compensation plan template may be Employee Central-enabled by entering an effective date in the Employee Central Settings page.
Procedure
1. Go to the Admin Center. 2. In the Tools Search field, search for Compensation. 3. Select a Compensation plan template. You can convert a non-Employee Central template to an Employee Central template if there are no compensation forms created from the template.
4. Go to Plan Setup Employee Central Settings , to set the Employee Central settings. 5. Under Worksheet Settings, set the Effective date for extracting user data from Employee Central. This can be any date in the future.
The current employee records for Employee Central are end dated very far in the future, so choosing a future date will ensure the most current record is pulled. With a future effective date, the customer should run the Update Compensation Worksheets job regularly to pull in data changes from Employee Central. If your customer wants to use employee data as of a certain effective date, you would put the appropriate date here and this would use the Employee Central employee records as of that date. For example, your customer could put the first day of their planning cycle here and this would ensure the compensation worksheet would only show the data as of the beginning of the planning cycle. Changes made after the beginning of the cycle would not be reflected. 6. Select the Hybrid template setting to enable a compensation plan as a hybrid plan.
A hybrid template is used when a company has some users that are not in Employee Central, and other users that are in Employee Central.
For example, your customer may have their North American-based employees in Employee Central, but their international employees are only included in SAP SuccessFactors for performance and compensation planning,
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 7 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.
Note
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.
7. Under Publish Settings, you can set the the Effective Date and Event Reason for each pay component. You can set multiple pay components with unique effective date and event reason.
You can see the Publish Settings section, only if its configured in the Compensation Plan template XML through Provisioning.
Remember
As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your implementation partner. If you're no longer working with an implementation partner, contact Product Support.
8. Click Save.
Task overview: Employee Central - Compensation Integration [page 5]
Next: Data Retrieval and Employee Central [page 11]
Related Information
Recurring and Non-Recurring Pay Components [page 22]
1.1.1 Setting Up Budget Assignments in Plan Templates
SAP SuccessFactors Compensation supports Budget Assignment in EC-enabled plan templates, which are used for compensation planning.
Prerequisites
Make sure you enable the permission to access Budget Assignment setting.
Go to Admin Center Manage Permission Roles Select the Role Permission Manage Compensation Budget Assignment .
To enable the Budget Assignment setting, ensure the following is set:
1. Add a budget with BasedOn parameter set to Planner.
Integrating Employee Central and Compensation 8 PUBLIC Employee Central - Compensation Integration 2. Set the mode to DirectAmount in Plan Setup Plan Details Budget Add Budget Calculation page.
Context
Budget Assignment allows managers to decide the budget for their direct reports, and get a visual view of how the allocations are being done.
Procedure
1. Go to the Admin Center. 2. In the Tool Search, type Compensation. 3. Select any EC-enabled Compensation plan template.
Note
Hybrid Templates are also supported.
4. Go to Manage Worksheets Budget Assignment . 5. To trigger a job to pull all effective dated user data from the Employee Central, click Refresh. This step is mandatory for an EC-enabled Budget Assignment for the first time. Only after you click Refresh, you can add the Head of Hierarchy. 6. Click on the Add Head of Hierarchy button and search for a user to be the person at the top of the budget chain using the Find User capability option. Selecting the Head of Hierarchy will calculate the Total Eligible Base for Head of Hierarchy’s team. 7. Enter a percentage or amount for each head of Hierarchy. 8. Before a budget is assigned to direct reports, click Refresh, to trigger a job to re-pull Employee Central data to Compensation for reloadable data. This is an optional step which reflects latest Employee Central data if there are any change after the last refresh. 9. Click Save, then Assign Budgets to transfer the budget amount to the Head of Hierarchy.
10. Click , to assign budget to the employee.
You can also remove the budget assigned to the employee by clicking . 11. Click Export, to export all the details of the budget from the details page. You can also export additional fields by selecting the fields from the dropdown and clicking Export.
When the Budget distribution is over budget, you can see a warning message to update the budget allocation.
Note
Budget Assignment works when all user information comes from Employee Central. When some user information is stored in EC and other user information comes from another system of record, budget assignment is not supported.
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 9 Cascade Budget
Context
Cascade Budget allows you to assign budgets to your team, and to the teams of your direct reports.
Procedure
1. Go to the Admin Center. 2. In the Tool Search, type Compensation. 3. Select any EC-enabled Compensation plan template.
4. Go to Manage Worksheets Budget Assignment . 5. Click on the Head of Hierarchy employee name to go to the Cascade Budget.
Enter the percentage or amount next to each manager's name and click on the save button to set the budget for those planners. 6. Select the Cascade Budget checkbox to allow an Employee to cascade the budget to their direct or indirect reports. Only employees who have 2 or more levels below will have the Cascade Budget option available.
Integrating Employee Central and Compensation 10 PUBLIC Employee Central - Compensation Integration 1.2 Data Retrieval and Employee Central
For a Planner to make fair decisions on employees' compensation planning, the data on Compensation worksheets are very important. With an Employee Central-enabled Compensation plan template, the data should always come from Employee Central instead of Employee Profile or a User Data File.
Compensation can currently retrieve data from the following Employee Central components:
● Job Information ● Compensation Information ● Pay Component Recurring ● Pay Component Non Recurring ● Personal Information ● Employment Information ● Job Relationships ● Pay Component Group
Compensation fields can be mapped to individual pay components, a pay component group, or any of the other Employee Central components listed above.
Parent topic: Employee Central - Compensation Integration [page 5]
Previous task: Setting Up Compensation Plan Templates for Integration with Employee Central [page 7]
Next: Eligibility Rule Definitions [page 17]
1.2.1 Assigning Employee Central Fields to Compensation Worksheets
Compensation forms contain data fields. To transfer information from Employee Central to the form, you must map fields between Compensation and Employee Central.
Prerequisites
Ensure that the fields used in Compensation also exist in Employee Central.
Context
The fields must be mapped to the correct Column Type. Don't map a field of type String to a field of type Number. The system attempts to convert the column type from string to number, resulting in an error.
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 11 Procedure
1. Go to the Admin Center. 2. In the Tool Search field, type Compensation Home. 3. Under Plans, select an Employee Central-enabled Compensation plan template.
4. Select Plan Setup Design Worksheet Design Worksheet .
5. To add a new custom column, select Add Column Custom .
The Configure the selected column page appears. 6. Complete the form.
For more details on each option, see Fields in the Design Worksheet [page 32] 7. To edit an existing column, select the column name at the left pane. 8. From the EC Category dropdown, select an Employee Central component. 9. From the EC Component Name dropdown, select a value.
The EC Component Name field is valid only for the EC Categories Pay Component Recurring , Pay Component Non Recurring, Pay Component Group,Compensation, Spot Bonus and Job Relationships. For more detailed information, see Fields in the Design Worksheet [page 32] 10. From the EC Field dropdown, select an HRIS-field from where the system retrieves the information. 11. Save your changes.
Related Information
Fields in the Design Worksheet [page 32]
1.2.2 Pay Component Groups
Here are a few things to keep in mind when working with Pay Component Group. A few limitations with respect to the mapping are listed below.
● Multiple Pay Component Groups can be used in the same Plan template for different custom or standard compensation fields. ● Pay Component Groups can only be used for Local Currency Code, Current Salary, Salary Type, units Per Year, or custom fields. ● If any of these field(s) are mapped to Pay Component Group, all four fields must have the same mapping (salary type, units per year, local currency code, current salary). ○ Salary Type will always be ANNUAL ○ Units Per Year will always be 1 ○ Local Currency Code will be the currency in pay component group FO ○ Current Salary will be the sum of all the recurring pay components associated with pay component group
Integrating Employee Central and Compensation 12 PUBLIC Employee Central - Compensation Integration Note
The Pay component group cannot be published back to Employee Central, only the individual pay components.
1.2.3 Creating Pay Range Foundation Objects
Learn about creating Pay Range foundation objects.
Context
Consider an example of the Pay Range foundation object which uses the Pay Grade, Location and Department foundation objects as pay range matching criteria.
Procedure
1. Go to the Admin Center. 2. In the Tool Search field, type Manage Organization, Pay and Job Structures. 3. In Create New, select Pay Range. 4. Enter all the required fields and create a Pay Range foundation object which uses the Pay Grade, Location and Department foundation objects as pay range matching criteria
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 13 Note
In case of Employee Central, if there is no exact match to a range, there is a method of using wildcards to match an employee to a range. However, compensation does not work the same way, and if there is a range, an exact match is required.
Integrating Employee Central and Compensation 14 PUBLIC Employee Central - Compensation Integration 1.2.3.1 Points to Consider While Mapping Pay Ranges
This section provides best practices while mapping Employee Central pay ranges in a Compensation template.
The mapping for CLOCATION field should fetch data from the Geozone field. To achieve this, you need to set the mapping in the Data Model as,
Sample Code
When you're using pay component group configuration in the Compensation template, ensure that the pay ranges in Employee Central are defined for ANN frequency.
Sample Code
Note
If you want the system to re-calculate the final pay range when data changes, add Attribute fields in the Salary Pay Matrix section of the Plan's Settings page.
Related Information
Plan Template Settings
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 15 1.2.4 Configuring Pay Range in the Salary Pay Matrix
Describes a sample configuration for the Pay Range in Salary Pay Matrix.
Prerequisites
Once you have identified the associations for the Pay Ranges stored in EC, you can configure your compensation plan template to match. The first step is to make sure you have defined the following fields in Plan Setup Design Worksheet :
● Pay Grade (required) ● Salary Type (required) ● Local Currency Code (required) ● Any other fields that are defined as associations in your Pay Range foundation object (optional depending on configuration in EC. If we follow the same example as described in Creating Pay Range Foundation Objects [page 13] section, you will need two additional fields with the ID's Location and Department in the order defined in your compensation template.)
Note
The data populated in these fields on your compensation worksheet must be an exact match to the data in the Pay Range table. Make sure the data that appears on the compensation worksheet for each employee matches a pay range defined in Employee Central. If the values do not match exactly, the system will not find a match for the employee.
Context
Once you have added the necessary fields to your compensation plan template, the next step is to configure the pay range on the compensation template.
Procedure
1. Go to the Admin Center. 2. In the Tool Search, type Compensation. 3. Select any EC-enabled Compensation plan template.
4. Go to Plan Setup Settings Calculation Settings 5. The Salary Pay Matrix defines ranges of pay (min, mid and max pay). Pay Grade is always required.
Note
There is no limit on the number of attributes to be added to the salary pay matrix for Employee Central- Compensation integration.
Integrating Employee Central and Compensation 16 PUBLIC Employee Central - Compensation Integration The attributes are the associations that you found in the Pay Range foundation object in Employee Central. Pay Grade is not included in the attribute list because Pay Grade is always required. A few points to note about the Pay Range configuration:
1. The order of HRIS-associations in the Corporate Data Model is important. Pay Grade must always be the first association defined, followed by any other required associations. Incorrectly configuring the Pay Grade will cause the pay range to not be visible in the compensation worksheet. If you don’t see the pay range in the compensation worksheet, validate that the associations in the Salary pay matrix are correct. 2. Pay Grade, Salary Type, Local Currency Code will always be taken as pay range matching criteria. 3. If you don’t specify the attribute in the Salary pay matrix, Compensation will take all the fields associated with Pay Range defined in the Corporate Data Model as the pay range matching criteria. Using the sample Pay Range configuration from Working with Pay Ranges, it will be location and department. Note that the following fields must be defined in the compensation plan template or the matching will fail: Pay Grade, Salary Type, Local Currency Code (since these three fields are always used for pay range matching), and Location, department (since these two fields are defined in the Pay Range configuration for this example). Consider another example, where the effective date is set and the attribute is selected as Location. In this scenario, Pay Grade, Salary Type, Local Currency Code will again be taken as the pay range matching criteria. However, Location will now also be part of the matching criteria. Consequently, the following fields must be defined in the Compensation plan template, or the match will fail – Pay Grade, Salary Type, Local Currency Code, and Location. 6. Enter the Salary pay matrix effective date. The effective date should be the date when pay range information is effective in EC. Typically, this is the start date of the beginning of the compensation cycle. 7. For SAP SuccessFactors Employee Central integrated templates, the use of Adjust salary pay matrix will use annualized pay ranges if exact match cannot be found because of frequency. For example, for a monthly employee, if exact matching pay range cannot be found, Compensation will pick up the annual pay range. You don't need to create pay ranges of different frequencies for employees with different salary types.
Related Information
Creating Pay Range Foundation Objects [page 13]
1.3 Eligibility Rule Definitions
In Compensation, you can define eligibility rules to include or exclude employees.
Compensation Rules can be defined at three levels:
● Compensation Plan Level At the Plan level, you can define the starting point for eligibility in the Plan Setup Settings Eligibility Settings . You can choose either: 1. All employees are eligible: Defining eligibility rules will exclude employees. 2. No employees are eligible: Defining eligibility rules will include employees.
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 17 Note
Previously, for the Employee Central-enabled Compensation plan templates, inactive users were not eligible for a compensation program if they were terminated before the effective date of the template. The system now automatically includes even the inactive users who have been terminated prior to the plan template effective date.
● Component Level At the Component level, rules can be defined to apply to the Salary, Bonus, and Stock tab. ● Field Level At the field level, rules can be applied to: promo, merit, extra, extra2, lumpSum, lumpSum2, stock, options, stockUnits, stockOther1, stockOther2, and stockOther3.
Note
Reapplying an eligibility rule does not add user to the Compensation plan template. The user has to be manually added. Using the Update the Worksheets option will not serve the purpose.
The Employee Central Rules Engine is used to specify who matches the rule, and the Compensation Eligibility Engine is used to specify the components for which they are not eligible.
Parent topic: Employee Central - Compensation Integration [page 5]
Previous: Data Retrieval and Employee Central [page 11]
Next: Publishing Compensation Data to Employee Central [page 19]
1.3.1 Configuring Rule Type
Learn about setting rule type to the existing entry, in the history, or by creating a new entry.
Procedure
1. Go to Picklist Center from Admin Center. 2. Search for Picklist as RuleType. The picklist stores the types of rules you can create in your instance.
For Compensation, the rule type is compensationEligibility. You can add the compensationEligibility rule type to the existing entry in the History or you can create a new entry. If you create a new entry, make sure to define the Effective Start Date of the new Rule Type to 01/01/1900, so that all the data is considered.
Integrating Employee Central and Compensation 18 PUBLIC Employee Central - Compensation Integration 1.3.2 Creating Rules for Hybrid Templates
Learn about creating rules when you define your Compensation plan template as hybrid.
Context
If you define your template as Hybrid, then the Business Rules defined would only affect to Employee Central employees. In these cases, it is necessary to create Employee Central rules for Employee Central employees and non-Employee Central rules for non-Employee Central employees.
Procedure
1. Go to the Admin Center. 2. In the Tools Search field, search for Compensation and select any Compensation hybrid plan template.
3. Go to Plan Setup Plan Details Eligibility . 4. Click Add Rule to create Employee Central and Non-Employee Central Rules.
For Employee Central integrated templates, the Compensation Form will only include users from Employee Central.
Compensation checks if there is a picklist SourceOfRecord and there is an option EC in the picklist, the Source of Record field in Employment Details must be EC, to verify if a user is an Employee Central user.
For example, if users are integrated via API and have the Source of Record value different from EC, they are not considered EC users and will not be included in an EC integrated template by default.
To include non-Employee Central users in an Employee Central integrated template, you should enable the Hybrid Template flag in the Settings page of the Compensation Template. If you want to include users that only have data coming from the User Directory File, you’ll also need to define non-Employee Central Eligibility Rules.
1.4 Publishing Compensation Data to Employee Central
Learn about publishing Compensation results to Employee Central once you have completed the form.
Before an Admin can publish the results of a compensation cycle to Employee Central, make sure the Admin has the following RBP permission enabled: Manage Permission Role Administrator Permission Manage Compensation Store Compensation Data in Employee Central .
A few points to know about publishing:
● To publish from Compensation to Employee Central, it is mandatory that the compensation plan template be EC-enabled. ● When publishing new data from a compensation worksheet, an employee’s base compInfo record in Employee Central that is, the compInfo record that is effective as of the publish date, is the basis from which a new
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 19 compInfo record is created. The new compInfo record copies information from the base record, modifying it according to the publishing configurations in the compensation plan template and user data in the compensation worksheet. ● There can be only one base compInfo record for each publishing event for each user. For example, a company with both hourly and salaried employees can mark (in Employee Central) both the hourly and annual pay components to use for comp planning. The system will look for the use for comp planning in each user record. This must be set up prior to going live with Employee Central. ● Current salary is stored in the compensation worksheet and is retrieved from compInfo effective on plan date (for most cases, it will be the basecompInfo during publish). Final salary, merit, promotion, adjustment are stored in compensation worksheet and updated in the compensation cycle. They can be published to the recurring pay components associated with this compInfo at the end of the compensation cycle. ● Lump sum is stored and edited in the form, and since it is a one-time payout, it can be published as a non- recurring pay component. Non-recurring pay components are not associated with any compInfo.
Steps to Publish
1. Go to Admin Center and select the EC-enabled compensation plan template you wish to publish. 2. Click Complete Compensation Cycle, 3. Go to Publish Data Publish in Employee Central . 4. Check status of forms by clicking Check Forms Status. Note that only completed forms can be published. 5. Click Submit when ready to publish.
When compinfo fails during publishing, you can see a detailed error message. Let us consider an example where 2 pay components Base Salary and Bonus are assigned to 1 Employee Central user, CGrant. You will receive an e-mail notification with the following detailed error message:
Total number of plan(s): 2. 1 plan(s) skipped. 1 plan(s) successfully published. Total number of entries: 2. Entry publish details: 0 successful, 2 failed, 0 skipped. Failed entries: CGrant: Only one Pay Component can be assigned with the value of Used for Comp Planning as COMP or BOTH. PayComponent Base Salary already has this set.
You can use the Job Monitor to track the status of your request (Job Type = Publish EC Data for Template).
Integrating Employee Central and Compensation 20 PUBLIC Employee Central - Compensation Integration Parent topic: Employee Central - Compensation Integration [page 5]
Previous: Eligibility Rule Definitions [page 17]
1.4.1 Creating an Event Reason
Learn about creating an event reason which is used to publish recurring and non recurring data in the Employee Central.
Procedure
1. Go to the Admin Center. 2. In the Tool Search field, type Manage Organization, Pay and Job Structures. 3. Under Create New, select Event Reason. 4. Enter the Effective Date and other parameters (as shown below) to create an event reason.
Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 21 1.4.2 Recurring and Non-Recurring Pay Components
Defines the recurring and non-recurring pay components. comp-ect-output-component
In Employee Central, a pay component can be recurring or non-recurring. A comprehensive list of component types can be derived from Admin Center Manage Organization, Pay and Job Structures .
The comp-ect-output-component supports only recurring and non-recurring pay components which is done through provisioning.
Each recurring pay component is effective dated, indicating there is a start and end date. A combination of the component type, component code, and effective date is used as a unique identifier for each pay component. For non-recurring pay components, the pay-date is used. comp-ect-output-component is used to define the mapping between the field in Compensation and the component in Employee Central.
A sample definition for a recurring pay component is shown below.
componentType="payComponentRecurring" componentCode=“BaseSalary" eventReason="PAYADJ" effectiveDate="2013-03-15“ Integrating Employee Central and Compensation 22 PUBLIC Employee Central - Compensation Integration where: ● componentType specifies the type of pay component to publish to in Employee Central. In this case it is a recurring pay component. ● componentCode specifies the code of the pay component. This code is not mandatory for recurring pay components. When not specified, the pay component which has the UsedforCompPlanning attribute set to COMP or BOTH is used. ● eventReason specifies the reason for the payout. This is not required for non-recurring pay components. If an event reason is configured at the employee level in the compensation plan template (for example, by use of a lookup table), the eventReason specified here is used only as a default value in case an employee-level value does not exist. ● effectiveDate specifies the default start-date for recurring pay components, and the pay-date for non- recurring pay components in case a date is not specified. In case a user level effective date is specified for the hris-field, that date takes precedence. Use the date yyyy-mm-dd format. ● The comp-hris-field-map mapping specifies the names of the field in compensation (comp-field-id ) and Employee Central (hris-field-id). In this example, the mapping states that the value of the compensation field meritDate be written to start-date in Employee Central. Note that this is also an example of where the configured effectiveDate would be disregarded provided the employee has a valid value for meritDate in the compensation worksheet. The mapping also states that the value of salaryRateFinal be written to paycompvalue in Employee Central. Here’s a sample definition for a non-recurring pay component: componentType=“payComponentNonRecurring" componentCode=“Bonus" effectiveDate="2013-03-15“ Note The following hris-field-ids are obsolete — recordTemplateId and recordFormId. Do not use them. Remember As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your implementation partner. If you're no longer working with an implementation partner, contact Product Support. Source Fields that can be used for Publishing Standard and custom compensation fields of the type string, amount, percent, money and date can be published to Employee Central. Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 23 Target Fields that can be used for Publishing Data can be published to: ● All custom fields except fields that are of the data type long. This is because all custom fields in Compensation are of the data type double. ● If the compensation plan template is functional currency centric, money-formatted fields are converted to the employee’s local currency at the time of publishing. 1.4.3 Additional Information About Recurring Pay Components Some points that apply to publishing recurring pay components: ● For all recurring pay components, it is assumed that the recurring pay component is associated with its parent Employee Central compensation data. ● Multiple recurring pay components can be published. 1. Find the existing effective compInfo based on the new publishing effective date. 2. New pay component is based on the existing compInfo, if any - under new compInfo. 3. Either apply changes or add new pay component based on the comp-hris-field-map. ● A recurring pay component can be published multiple times. ○ The first time a component is published, a new pay component is created under the new parent compInfo. ○ Subsequent publish will update the recurring pay component only when there is a change in the values already created. If there is no change in the pay component, those users will be skipped from publishing on successive publications. ● Pay components with different effective dates will be stored as different compensation data. Pay components in the base (not the template) will be carried over to the next compensation data. Example Single pay component using component level start(effective)-date ● componentCode = PC1 ● EffectiveDate = 2015-01-01 ● Comp.salaryRateFinal = EC.paycompvalue Existing Employee Central Data: ● compInfo1 start-date 2011-01-01 ● PC1 under compInfo1 with paycompvalue = 50,000 ● compInfo2 start-date 2012-01-01 ● PC1 under compInfo2 with paycompvalue = 60,000 In this case, results would be: ● New compInfo3 with start-date = 2013-01-01 (use 2012-01-01compInfo2 as base that closely matches 2013-01-01) ● New PC1 under compInfo3 with paycompvalue=Comp. salaryRateFinal (use compInfo2.PC1 as base and replace 60,000) Integrating Employee Central and Compensation 24 PUBLIC Employee Central - Compensation Integration Note ● Newly published compInfo3 is based on the closely matched (new effectiveDate with existing data) compInfo2. ● Newly published PC1 under new compInfo3 using compInfo2.PC1 as base and apply changes base on comp-hris-field-map. Example Single pay component using field level start(effective)-date ● componentCode = PC1 ● effectiveDate = 2015-01-01 ● Comp.salaryRateFinal = EC.paycompvalue ● Comp.meritDate (2013-02-01) = EC.start-date Existing Employee Central Data: ● compInfo1 start-date 2015-01-01 ● PC1 under compInfo1 with paycompvalue = 60,000 ● PC2 under compInfo1 with paycompvalue = 500 In this case, results would be: ● New compInfo2 with start-date = 2015-02-01 (use compInfo1 as base) ● New PC1 under compInfo2 (use compInfo1.PC1 as base with values for payCompValue coming from comp. salaryRateFinal and remaining attributes copied over from compInfo.PC1) ● New PC2 under compInfo2 (same field values as compInfo1.PC2) Note ● EC.start-date = Comp.meritDate so each user will use the compensation worksheet’s meritDate as compInfo effective date. ● New compInfo.PC2 is carried over from compInfo1.PC2 without value changes. Example Single pay component without a name ● componentCode=“” ● effectiveDate = 2013-01-01 ● Comp. salaryRateFinal = EC.paycompvalue Existing Employee Central Data: ● compInfo1 start-date 2012-01-01 ● PC1 under compInfo1 with paycompvalue = 60,000 (set to be used by the pay component that has the usedForCompPlanning attribute set to COMP or BOTH ) ● PC2 under compInfo1 with paycompvalue = 500 In this case, results would be: ● New compInfo2 with start-date = 2013-01-01 (use compInfo1 as base) Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 25 ● New PC1 under compInfo2 (use compInfo1.PC1 as base) with paycompvalue = Comp. salaryRateFinal (replace 60,000) ● New PC2 under compInfo2 (same field values as compInfo1.PC2) Note ● Since no name is specified, the pay component that has the usedForCompPlanning attribute set to COMP or BOTH is used. ● PC2 cannot be set to have the usedForCompPlanning attribute set to COMP or BOTH as there is only one pay component that can be used by compensation per user. In case you set this attribute to COMP or BOTH for PC2 as well, you will get a validation error during publishing. Example Multiple pay components with the same start(effective)-date and same event reason First Pay Component ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp. salaryRateFinal = EC.paycompvalue Second Pay Component ● componentCode = PC2 ● effectiveDate = 2013-01-01 ● Comp.merit = EC.paycompvalue Existing Employee Central Data: ● compInfo1 start-date 2012-01-01 ● PC1 under compInfo1 with paycompvalue = 60,000 In this case, results would be: ● New compInfo2 with start-date = 2013-01-01 (use compInfo1 as base) ● New PC1 under compInfo2 with paycompvalue = Comp. salaryRateFinal (replace 60,000) ● New PC2 under compInfo2 with paycompvalue = Comp.merit Note ● New PC2 is created from scratch and added to the newly created compInfo2. ● Both PC1 and PC2 with same effective date and event reason are added to the compInfo2. Example Multiple pay components with the same start(effective)-date and but different event reasons First Pay Component ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp. salaryRateFinal = EC.paycompvalue ● eventReason = PAYADJ Integrating Employee Central and Compensation 26 PUBLIC Employee Central - Compensation Integration Second Pay Component ● componentCode = PC2 ● effectiveDate = 2013-01-01 ● Comp.merit = EC.paycompvalue ● eventReason = PAYBEN Existing Employee Central Data: ● compInfo1 start-date 2012-01-01 ● PC1 under compInfo1 with paycompvalue = 60,000 In this case, results would be: ● New compInfo2 (1 of 2) with start-date = 2013-01-01 and eventReason = PAYADJ (use compInfo1 as base) ● New PC1 under compInfo2 with paycompvalue = Comp. salaryRateFinal (replace 60,000) ● New compInfo3 (2 of 2) with start-date = 2013-01-01 (use compInfo2 as base) and eventReason = PAYBEN ● New PC1 under compInfo3 carry over from compInfo2.PC1 ● New PC2 under compInfo3 with paycompvalue = Comp.merit Note ● Because the same effective date and a different event reason applies, compInfo2 uses sequence 1 while compInfo3 uses sequence 2. ● compInfo3 carries over compInfo2.PC1. Example Multiple Pay Components with different start dates First Pay Component ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp. salaryRateFinal = EC.paycompvalue Second Pay Component ● componentCode = PC2 ● effectiveDate = 2013-04-01 ● Comp.merit = EC.paycompvalue Existing Employee Central Data: ● compInfo1 start-date 2012-01-01 ● PC1 under compInfo1 with paycompvalue = 60,000 In this case, results would be: ● New compInfo2 with start-date = 2013-01-01 (use compInfo1 as base) ● New PC1 under compInfo2 with paycompvalue = salaryRateFinal (replace 60,000) ● New compInfo3 with start-date = 2013-04-01 (use compInfo2 as base) ● New PC1 under compInfo3 using compInfo2.PC1 as base without any changes ● New PC2 under compInfo3 is created from scratch with values based on comp-hris-field-map. Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 27 Note New compInfo3 is created for different start-date. Example Multiple pay components with different start dates - Failed First Pay Component ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp. salaryRateFinal = EC.paycompvalue Second Pay Component ● componentCode = PC2 ● effectiveDate = 2013-04-01 ● Comp.merit = EC.paycompvalue Existing Employee Central Data: ● compInfo1 effective from 2013-01-01 to 2013-01-31 ● compInfo2 effective from 2013-02-01 to 9999-12-31 In this case, results would be: Publishing will fail since effective compInfo is different on the two start-dates. On 2013-01-01, compInfo1 is effective while on 2013-04-01 compInfo2 is effective. 1.4.4 Additional Information About Publishing Non-Recurring Pay Components Some points that apply to publishing non-recurring pay components: ● For all non-recurring pay components, it is assumed that the pay component is a standalone pay component that is not connected to the Employee Central compensation data. For recurring pay components, all Employee Central standard fields except: ● Multiple non-recurring pay components can be published. ○ New pay component is created from scratch with foundation object values populated. ○ Field values are set based on the comp-hris-field-map. ● The same component can be published multiple times. ○ First publishing creates a new pay component. ○ Subsequent publish will update the pay components from the same template and create new ones. Note that when there is no change in the non-recurring pay component values, the system will still update the existing pay components on successive publication, retaining the values as-is. ● Make sure there is only one non-recurring pay component with the same pay component code and same pay- date for the same compensation plan template. Here are some examples of how non-recurring components are treated. (Note, all dates are in yyyy-mm-dd format for consistency). Integrating Employee Central and Compensation 28 PUBLIC Employee Central - Compensation Integration Example Pay component using component-level pay date ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp.lumpSum = EC. value In this case, results would be: New PC1 with pay-date 2013-01-01 and value = Comp.lumpSum Example Pay component using field-level pay date ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp.meritDate = EC.pay-date ● Comp.merit = EC. value In this case, results would be: For recurring pay components, all Employee Central standard fields exceptUsers with meritDate will have new PC1 with pay-date = Comp.meritDate and value = Comp.merit. For users with no meritDate, a new PC1 will be created with pay-date = 2013-01-01 and value = Comp.merit. Example Multiple pay components with the same pay-date First Pay Component ● componentCode = PC1 ● effectiveDate = 2013-01-01 ● Comp.extra = EC. value Second Pay Component ● componentCode = PC2 ● effectiveDate = 2013-01-01 ● Comp.custom1 = EC. value In this case, results would be: ● New PC1 with pay-date 2013-01-01 and value = Comp.extra ● New PC2 with pay-date 2013-01-01 and value = Comp.custom1 Integrating Employee Central and Compensation Employee Central - Compensation Integration PUBLIC 29 1.4.5 Displaying User ID in Scheduled Job Outputs Configure your system to display the user ID in the job outputs that helps you to easily identify the redundant forms or data created for users. Context The ID is displayed only for the launch worksheets, generate Compensation statements, and publish Compensation data to Employee Central jobs. Procedure 1. Go to Admin Center Platform Feature Settings . 2. In the Enable/Disable Platform Features section, choose Show User ID in Scheduled Job Output. 3. Save your changes. Results User ID and username of users appear in the job outputs on the Monitor Compensation Jobs page. Integrating Employee Central and Compensation 30 PUBLIC Employee Central - Compensation Integration 2 Viewing Custom Compensation Fields in the User's Locale You can view custom Compensation fields that are mapped to Employee Central fields in the logged in user's locale for Worksheets, Executive Review and exports. To display the localized fields, Admins need to configure the fields as Translatable while mapping these custom fields to Employee Central fields on the Design Worksheet page. Prerequisites Verify that the custom fields are Read-only, and the Column Type is set to String. Context Note that you can only display custom fields in the user's locale. This does not apply to standard Compensation fields. Procedure 1. Go to the Admin Centre. 2. In the Tool Search field, type Compensation Home. 3. In the Plans section, select an Employee Central-enabled Compensation plan template. 4. Click Plan Setup Design Worksheet Design Worksheet . 5. To add a new custom column, click Add Column Custom . This brings up the Configure the selected column page. 6. Fill out the different fields on the form, as required. To know more about the different values you can fill out, see Fields in Design Worksheet. 7. To edit an existing column, click the column name on the left pane. 8. Scroll through to locate Other Options, and choose Translatable. 9. Now, map the custom field to an Employee Central field. To know more about mapping compensation fields to Employee Central fields, see, Mapping the Compensation Fields to Employee Central. Integrating Employee Central and Compensation Viewing Custom Compensation Fields in the User's Locale PUBLIC 31 Results Now, on launching the worksheets, the columns that are set to Translatable will display the field labels in the logged-in user’s locale. Related Information Fields in the Design Worksheet [page 32] 2.1 Fields in the Design Worksheet The Design Worksheet page is used to add, edit, and delete columns on your Compensation plan templates. Columns mapping to different requirements related to the Salary and Stock tabs are also available. The table describes all the available options on the Design Worksheet page. Parameters Description Column Name The label will be visible on worksheets. Column names can be customized. We suggest you rename the columns to use names that your customer is familiar with. Read-only You can configure the column in read-only mode on the worksheet. Once set to read-only, the columns cannot be edited on worksheets. Note that some columns are set to read-only, by default. Column Type You can select the type of information like String, Money, Percentage and so on that you want to display in the column. Column Alignment You can control the alignment of the worksheet columns. You can configure the Column Alignment to either default, right, left or center. The column alignment setting on the Design Worksheet page will manage the col umn header, the field values and the total at the bottom of the column in the work sheet, and in Executive Review. You can configure the column alignment only for Salary and Stock tabs. Note Make sure to create a new worksheet to see the effect of column alignment configurations. Integrating Employee Central and Compensation 32 PUBLIC Viewing Custom Compensation Fields in the User's Locale Parameters Description Formula In the text box, you can specify the custom formula that you want to use in this column. Note that you can use a formula only when the column is set to Read-only, and the Import key is left blank. Validations You can use this option to validate any errors in the column. To remove validations, choose No validation. Note that for the system to perform a validation check, the fields must be set to No in the Read-only attribute. Column Width Enter a number to set the width of the column. The unit of measurement is auto matically determined based on the type of data that displays in this column.This is an optional parameter. Hide this column on the form Select this option if you dont want the column to be visible on the form. Other Options ● Hide this column on the form: Select this option to hide a specific column on the worksheets to planners. ● Reloadable: Select this option to update the data on the worksheets every time when a user opens or saves the form. To automatically update data for custom fields on worksheets, you must have an Import Key defined. Note that Admins may also need to run the Apply Data Updates process. This setting does not take effect on completed worksheets ● Reportable: Select this option for the column to appear on the Ad Hoc re ports. ● Translatable: Select this option to view the custom field in their logged in us er's locale on Worksheets, Executive Review and exports. For more information, see Viewing Custom Compensation Fields in the User's Locale [page 31] ● Exportable hidden column: Select this option if you want the hidden column to display in exported files. Column Id This ID is the unique identifier which identifies the field as a standard field with specific pre-defined properties. For standard fields, the column ID is not configura- ble. Import Key Some standard fields are imported in the user data file. These standard imported fields have a default import key in downloaded CSV file. If the import key is cus tomizable, this field can be populated by data from the user import data file using a field other than the default import field noted in column A. If an import key is defined for a field, it will override the default key. EC Category Choose the type of Employee Central component. The system will use this se lected component to retrieve data. If you want the system to display your custom MDF object of type user in the EC Field dropdown menu, set EC Category to Employment Details. Integrating Employee Central and Compensation Viewing Custom Compensation Fields in the User's Locale PUBLIC 33 Parameters Description EC Field The dropdown menu for EC Field displays both HRIS-fields and custom Metadata Framework (MDF) objects. Choose a Employee Central field from which the sys tem pulls data. An HRIS-field can be any one of the following: 1. A simple type (for example, string, number, money, date). 2. Reference a picklist (in which case the picklist label will display on the com pensation worksheet). 3. Reference a foundation object (in which case the external code of the founda tion object will display on the compensation worksheet). 4. Reference a Generic Object. It is also support to reference a property of pick list, or Foundation Object, or Generic Object. Filter by field type: When you enable the filter, the system displays the Em ployee Central fields of compatible type in the EC Field dropdown. For exam ple, 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. The dropdown menu also displays custom MDF objects of type user. Note MDF objects of type user appear only if you also set EC Category to Employment Details. EC Component Name This is only valid for the component types Pay Component Recurring, Pay Component Non-Recurring, Pay Component Group, and Job Relationships. Note that the EC Component Name will be ignored for all other component types. If used, the external code of the pay component Foundation Ob ject should be specified in the mapping. This field can be omitted for payComponentRecurring. When omitted, the system automatically picks the re curring 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. Every employee can have only one pay component assigned with the value BOTH or COMP. ● Related salary fields (for example, Current Salary, Salary Rate Type, Salary Rate Units, local Currency Code, and so on.) must be mapped from the same Recurring Pay Component or Pay Component Group. Specify the labels for other languages You can use this option to localize the column labels in different languages. Integrating Employee Central and Compensation 34 PUBLIC Viewing Custom Compensation Fields in the User's Locale 3 Entities Relevant for Integration Learn about the various entities relavant for Employee Central - Compensation Integration. Entity Description PersonInfo Represents a person in Employee Central. There is always only one entry in this row for each user. All person related entities such as personalInfo, emailInfo, phoneInfo, and addressInfo will have a reference to the person_id. PersonalInfo Stores employees personal details such as lastname, firstname and refers back to the person table to identify the user. EmploymentInfo Stores employment details such as hireDate, lastDateWorked, Benefits-eligibility-date etc. Every employee has one row for each employment. In case of concurrent employments or Global assignment, there will be two employment rows. This table is not effective dated and is the main table that re fers back to the legacy users_sys_info through the users_sys_id column. JobInfo Stores Effective Dated employee Job data. Each JobInfo refers back to the employment information table and has attributes such as legalEntity, payGrade, and costCenter which all refer to foundation data. This entity supports multiple transactions per day. EmpCompensationInfo Stores Effective Dated employee compensation data. Each compInfo can be associated with one or more recurring pay components and refers back to the employment information table. This entity supports multiple transactions per day. EmpPayCompRecurring Stores effective dated employee pay component information. Includes references to the pay component Foundation object, the currency, frequency and the value for the component. Multiple pay components comprise the employee compensa tion information. All these components will have the same start-date and end-date as the compInfo. EmpPayCompNonRecurring Captures payouts which are made through the non-recurring UI. Stores references to the pay component Foundation object, the currency, frequency and the value for the component. This is not effective-dated. Integrating Employee Central and Compensation Entities Relevant for Integration PUBLIC 35 4 Configuring a Compensation Planner Method The system associates a compensation planner method with a defined configuration template. After you’ve determined the hierarchy to use and set up the user data file accordingly, you can then configure your compensation plan template with the appropriate Compensation planner method. Procedure 1. Go to Admin Center Compensation Home 2. Select a compensation plan template from the list. 3. Go to Plan Setup Manage Users Define Planners . The Define Planner page displays a user's First Name, Last Name, and Job Code. 4. From the Method of Planner dropdown, choose the appropriate value, as available: ○ Standard Hierarchy: Based on the employee import that is being used for the rest of the suite. The hierarchy follows the management structure defined in the MANAGER field in the user data file. ○ Rollup Hierarchy: Enables you to roll up (or modify) planner responsibilities to managers higher up in the organization. Compensation planners are identified in the user data file with the planner flag COMPENSATION_PLANNER_XX, where XX is replaced with the form template number. ○ Custom Hierarchy: Uses a compensation-specific hierarchy defined in the SECOND_MANAGER field on the user data file. 5. Select Including Inactive Users to direct the system to include inactive users in the hierarchy. 6. In the Planners section, you can expand each planner's hierarchy to view a complete compensation hierarchy list. 7. Save your changes. Note You can export a file containing ineligible users or users without managers using the Troubleshooting Information dropdown menu, which helps you identify any breaks or potential gaps in the planning hierarchy. Integrating Employee Central and Compensation 36 PUBLIC Configuring a Compensation Planner Method 5 Disabling Business Rules While Publishing Data to Employee Central When business rules exist in Compensation Info or Compensation Info Model level, and if the publish from Compensation does not meet the requirements of these rules, the process will "complete successfully" but nothing will be published. Context In such cases, you need to enable Do not trigger EC rules when publishing from Compensation to Employee Central option, so that these rules will be overlooked and the publishing process can be completed. Procedure 1. Go to the Admin Center. 2. In the Tool Search field, type Compensation. 3. Select an EC-enabled Compensation plan template. 4. Go to Plan Setup Settings Advanced Settings and select Do not trigger EC rules when publishing from Compensation to Employee Central. You can enable this setting once the forms are complete. 5. Click Save. Integrating Employee Central and Compensation Disabling Business Rules While Publishing Data to Employee Central PUBLIC 37 6 General Issues and Guidelines When Publishing This section provides the checklist, and some common issues encountered while publishing Compensation data to Employee Central. Publication Readiness Checklist [page 38] Ready to publish? Here’s a checklist to help you. Guidelines When Publishing Data to Employee Central [page 39] Known Issues When Integrating Employee Central With Compensation [page 40] Here you can see the list of known issues for Employee Central - Compensation Integration. 6.1 Publication Readiness Checklist Ready to publish? Here’s a checklist to help you. Criteria Is your company EC-enabled in Provisioning? Is the Store Compensation Data in Employee Central permis sion (RBP) option enabled? Is your compensation plan template Employee Central-ena bled? Is the employee eligible for compensation? For recurring pay component, are there any changes to base compInfo after publishing? If not, no new compInfo will be created. For non-recurring pay component, is the value to be published set to 0? No new records will be created in this case. Do all users have a base compInfo? Have all compensation worksheets been completed? Incom plete forms cannot be published. Are the pay components to be published uniquely named? Integrating Employee Central and Compensation 38 PUBLIC General Issues and Guidelines When Publishing Criteria Does the compensation plan template contain the mapping between compensation and Employee Central? Look for the comp-ect-output-component definition. If more than one compInfo is getting published, does the pub lish date must have the same effective compInfo? For each employee, is there only one pay component with the UsedForCompPlanning flag set to COMP or BOTH? Parent topic: General Issues and Guidelines When Publishing [page 38] Related Information Guidelines When Publishing Data to Employee Central [page 39] Known Issues When Integrating Employee Central With Compensation [page 40] 6.2 Guidelines When Publishing Data to Employee Central ● Pay Components to be published must be uniquely named. ● A transaction is specific to a compensation user entry. In case multiple recurring or non-recurring pay components have to be updated, and even one fails, nothing will be updated in Employee Central for that record. ● The publishing order is based on the effective date of the component and the event reason code. ● If more than one compInfo is getting published, all the publish date must have the same effective compInfo else publishing will fail. ● You can’t publish for users without a base compInfo, that is, the compInfo that is effective as of the publish date. ● A new pay component, with the same effective date as that of a pay component already published, cannot be added once data from that template has been published. ● The effective date of a pay component in the template can’t be changed once published. ● A published pay component cannot be deleted from the template. However, it’s okay to delete the entry from Compensation ( History Take Action Permanently Delete Entry ). ● Publish will not happen for compensation ineligible employees. ● For recurring Pay Components, publish will not happen if there is no new pay component to add or if there is no change to the value of an existing pay component. ● If canOverride is set to false in Pay Component Foundation Object, and you try to publish a value different from what is already on the foundation object, publishing will fail. ● Multiple pay components for the same date with the usedForCompPlanning attribute set to COMP or BOTH will cause publishing to fail. Integrating Employee Central and Compensation General Issues and Guidelines When Publishing PUBLIC 39 Parent topic: General Issues and Guidelines When Publishing [page 38] Related Information Publication Readiness Checklist [page 38] Known Issues When Integrating Employee Central With Compensation [page 40] 6.3 Known Issues When Integrating Employee Central With Compensation Here you can see the list of known issues for Employee Central - Compensation Integration. The following limitation … Means … The custom key p4p-sect-weight-lookup-tbl is not supported Currently, the custom key p4p-sect-weight-lookup-tbl is not by integration supported in ECT integration. You can refer to CMP-5407 for updates. Stock Factor Table is not supported by integration As of today, there is no support for the stock factor table. Mapping to an Association of a Foundation Object You can map to a Foundation Object and to the fields defined for that Foundation Object. Also, if the Foundation Object has an association with another Foundation Object, you can map to this associated Foundation Object. HRIS labels not visible in Design Worksheet You cannot select HRIS labels from the UI to be displayed in the form. For those fields where the .name is not displaying as an availa ble option it is necessary to do the change directly on the XML adding “.name” to the fieldName. Translated Generic Objects and Picklist labels are not dis Compensation does not support translated fields. Generic Ob played in forms. jects support translated fields so depending on the user locale the field will display a translated label. Same happens with translations on picklists. Parent topic: General Issues and Guidelines When Publishing [page 38] Related Information Publication Readiness Checklist [page 38] Guidelines When Publishing Data to Employee Central [page 39] Integrating Employee Central and Compensation 40 PUBLIC General Issues and Guidelines When Publishing 7 Key Terminology Used In Employee Central - Compensation Integration Before you get started, it would help to have an understanding of some of the basic terms you will encounter during integration (alphabetically-sorted). Term Description Associations Associations define relationships between foundation objects. A relationship can be one-to-one or one-to-many. For example, a business unit consists of several departments, so you would create an association of one business unit to many departments — a ONE-TO-MANY relationship. Whereas a location can only have one geozone associated with it — this is a ONE — TO — ONE association. The type of association restricts what the user can display or enter in Employee Central — for a ONE_TO_ONE association from location to geozone, for example, the user can enter ex actly one geozone for a location on the UI. To learn more about associations, see the What are associations chapter of the Employee Central Implementation Handbook . Compa-Ratio An internal comparison that compares an individual's pay with a market anchor or pay range midpoint. Compa-Ratio = Where, Employee_Comp = Sum of PayComponentGroup that has “useForCompARatio” set to true Note ● FTE is taken into account while considering em ployee_comp. So employee_comp = em ployee_comp / jobInfoEO.getFte(); ● PayRange amounts are annualized based on the fre quency (and its annualization factor) ● Minimum, maximum and mid-point of range con verted into the currency of the aggregated pay Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 41 Term Description Corporate Data Model The Corporate Data Model defines how a company's organiza tion pay and job structures are reflected in the system. The corporate data model is used to set up Foundation Objects. To learn more about the corporate data model, see the Setting Up Data Models chapter of the Employee Central Implementation Handbook . Country Specific Corporate Data Model The Country-Specific Data Model is used to set up fields and picklists that are specific to a country. For example, country- specific job codes or, the corporate address for a country. Note that you can only set up country-specific fields and pick lists for HRIS elements that have been previously defined in the Corporate Data Model. To learn more about the country-specific data model, see the Setting Up the Country-Specific Data Models chapter. Note Compensation, currently, doesn’t read the country-spe cific data model. Country Specific Succession Data Model The Country Specific Succession Data Model is used for set ting up international formats and fields, for example, for ad dresses and national IDs. To learn more about the country-specific succession data model, see the Setting Up the Country-Specific Data Models chapter of the Employee Central Implementation Handbook. Integrating Employee Central and Compensation 42 PUBLIC Key Terminology Used In Employee Central - Compensation Integration Term Description Data Models Data models are used to set up Employee Central in that way that satisfies a company's requirements. This includes defining how a company's organization structure is reflected in the sys tem, as well as the different entries that a user can make to set up company, person, and employment data. The different data models are: ● Corporate Data Model ● Succession Data Model ● Country-specific Corporate Data Model ● Country-specific Succession Data Model Data models are uploaded using Provisioning. Remember As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your implementa tion partner. If you're no longer working with an implemen tation partner, contact Product Support. ECT_CONV_TABLE The name expected for the currency table in Employee Central (must be in upper case). You can access the different currency conversions through Admin Center Tools Search Manage Data . You can define the Currency Conversion Table in the Admin Center Compensation Actions For All Plans .If you wish to see any new currency in the Compensation form, you need to add it in Manage Data and should be maintained in the ECT_CONV_TABLE. Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 43 Term Description Effective Date Effective date specifies the date a change takes effect. In Employee Central, some foundation objects are effective dated. For foundation objects that are effective dated, all changes are captured in terms of history, complete with the date the request was placed along with the date the change must take effect. A few more notes about effective dated entities: ● Every effective dated entity has a start and end date. For records whose end date has not been explicitly set, the system assumes an end date of 12/31/9999. This is what the XML code looks like for start and end date: ● For entities that support multiple transactions per day (in this case, Comp and Job entities), effective date is not time stamped. It is just information about the date, such as a sequence number. ● For users who are not on Employee Central but want to use effective dated fields, make sure the Enable Effective Dated field is not selected in Basic Imports. To learn more about effective dating, see the What is Effective Dating chapter of the Employee Central Implementation Hand book . EC-Comp Integration Notes: Templates with the following line in the compensation plan template are treated as EC-Comp Integration Templates. Foundation Objects Foundation objects are used to set up data that can be shared across the company. This includes information about the or ganization, pay and job structure. For example - job codes, de partments, or cost centers. To learn more about foundation objects and setting them up, see the Working with foundation objects chapter of the Employee Central Implementation Handbook. Integrating Employee Central and Compensation 44 PUBLIC Key Terminology Used In Employee Central - Compensation Integration Term Description Metadata Framework Foundation Object As part of the phased migration of Foundation Objects (FO) to the Metadata Framework (MDF), the following Foundation Ob jects are now MDF Foundation Objects (also referred to as GOs). Any organizational information configured using these FOs will now be configured using the corresponding MDF FO. Cost Center, Department, Division, Business Unit, Legal Entity, Legal Entity Local, Job Function, Pay Group, Pay Calendar, Job Family (Deprecated), Job Classification, Job Classification Lo cal. Frequency Determines how often an employee is paid. Some examples of frequency include, hourly, daily, weekly, monthly, quarterly and yearly. There are 14 out-of-the-box frequencies but this list can be modified. Geozone The Location foundation object defines the physical location of the company. Each location can belong to exactly one Geo zone. The Geozone element is not visible on the UI. It is a derived value based on the location of the employee. EC-Comp Integration Notes: Geozone is used to determine pay range and is indirectly de rived based on the location that an employee belongs to. HRIS Elements Each HRIS elements has HRIS fields assigned to it. HRIS fields appear on the UI except when visibility of the field is set to none. You can change the following for HRIS fields: ● Hide or show fields on the UI by setting the visibility attrib ute accordingly. For example, to hide an HRIS field from the UI, set the visibility attribute to none. Note, setting this to none will also not allow the user to import data based on this field. ● Change labels for HRIS fields by overwriting the existing label text. ● Make fields mandatory by setting the required attribute to true. ● Mask data entry on screen by including the pii attribute. Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 45 Term Description Legal Entity By definition, a Legal Entity is a unit of incorporation of a com pany and it does not span across multiple countries. In Em ployee Central, legal entity refers to the company set up in a country. If a company operates in multiple countries, each company will be a different legal entity. EC-Comp Integration Notes: Each Legal Entity has currency attribute assigned to it and this currency is used as the default when assigning a Pay Compo nent to an employee. Integrating Employee Central and Compensation 46 PUBLIC Key Terminology Used In Employee Central - Compensation Integration Term Description Pay Component A pay component is any type of payment a company makes to the employee. Multiple pay components make up an employ ee’s salary. For example, Base Salary, Bonus Target and Car Al lowance. A pay component could be recurring or non-recurring. Recurring pay components are disbursed at regular intervals and are fixed amounts – for example, base pay disbursed weekly/monthly. Non-recurring pay components, as the name suggests are not paid at regular intervals. EC-Comp Integration Notes: ● For the payComponent Foundation Object, we recommend setting the canOverride attribute to true, else an error is encountered when publishing back to Employee Central. ● payComponent without currency is common. It is not re quired at the foundation object level. However, at the em ployee level a currency will always be defined. By default, this is derived from the legal entity assigned to the em ployee. However, one can override this value on the UI and while importing if the canOverride flag is set to true. ● The is-earning attribute defines whether the pay compo nent is an earning or deduction. This is currently not used. ● While any number of pay components can have the attrib ute UsedForCompPlanning set to true (Comp, VarPay or Both), only one such pay component can be assigned to an employee. ● The basePayComponentGroup attribute needs to be set only when using percentages. This does not need to be set when the value is an absolute amount. For example, if bo nus is a percentage of TEO, set this attribute to point to the pay component group of which your pay component is a percentage of. So, if bonus is a percentage of TEO, basePayComponentGroup attribute on Bonus must set to the internal code of the TEO PCG. To learn more about the different pay components and the dif ferent attributes of the payComponent HRIS element, see the Pay-Related Objects A-Z chapters of the Employee Central Implementation Handbook . Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 47 Term Description Pay Component Group A Pay Component Group (PCG) is an aggregation of pay com ponents. There are two pay component groups that are prede fined: ● Total Earnings Opportunity (A sum of all pay including tar gets) ● Annualized Rate (A sum of actual pay, excluding targets) EC-Comp Integration Notes: ● PayComponentGroupSum is sum of individual payCom ponents comprising a PCG (this is always annualized). ● If FTE < 1, the payCompValue has to be adjusted to reflect this. Standard hours are taken into account for PCG calcu lations only when frequency is hourly. ● For a PayComponent that is hourly, the standard hours of employee are taken into consideration while calculating the sum and annualizing. Calculation is as follows: payCompValue * Standard_hours (from job) * 52 ● Every PCG has a currency attribute. If the currency for the PayComponents of a PCG differ, the currency of the PCG is used. In the case the PCG currency attribute has not been defined, the currency of the first Pay Component in the PCG is used as the currency for summation. ● PCGs are used in compaRatio and Range Penetration cal culations. ● Only one PCG in System can have useForCompaRatio set to true. ● Only one PCG in System can have useForRangePenetration set to true To learn more about the different pay components, see the Pay-Related Objects A-Z in chapters of the Employee Central Implementation Handbook. Integrating Employee Central and Compensation 48 PUBLIC Key Terminology Used In Employee Central - Compensation Integration Term Description Pay Component Table The Pay Component table stores all types of pay components that a company pays to the employee. EC-Comp Integration Notes: ● When assigning PayComponents to an employee, the cur rency, value and frequency are propagated from the Foun dation Object. If the currency on the foundation object is null, it defaults from the currency used by the employee’s Legal Entity. ● An employee can be assigned only one pay component with usedForCompPlanning set to Comp or BOTH. This is used by Compensation integration to figure out “Base Pay” for hourly employees. To learn more about the different pay components, see the Pay-Related Objects A-Z chapters of the Employee Central Im plementation Handbook . Pay Grade A pay grade represents the grading structure that is in place in an organization. A grade normalizes the different job classifica- tions. Each grade has a pay grade level which is used to identify when a transaction is lateral, a promotion or a demotion. Pay Range Pay ranges define the Min-Mid-Max amounts for a combination of Legal Entity, Job Code, and Geozone. Companies generally update pay ranges annually as a result of Compensation Sur vey. Note ● Pay Ranges are used to calculate Compa-Ratio and Range-Penetration. ● Pay Ranges are predefined by Pay Grade, Geozone and Legal Entity (can be changed or configured differ- ently). The Relationship between GeoZone and Em ployee is derived through the Location field (Location belongs to a GeoZone). ● The system stores frequency, minimum, median and maximum points of pay range. EC-Comp Integration Notes: Compa-ratio in Compensation is based on curSal while in Em ployee Central it is based on the PayComponentGroupSum. Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 49 Term Description PayComponentGroupSum PayComponentGroupSum is sum of individual payCompo nents comprising a Pay Component Group. This value is always annualized. For example, if PC1 = 1000, PC2 = (10% of PC1) and PC3=500, PayComponentGroupSum will be equal to 1610. EC-Comp Integration Notes: Pay ranges should map to PayComponentGroupSum. Propagation Rules Propagation rules are used to automatically fill out fields in em ployment data based on selections. For example, if the user se lects a certain location in Job Information, the time zone for that location can be filled automatically. Or if the user selects a job code, the job title to it will automatically be displayed in the job title field. This way, you reduce the amount of data the user has to enter manually, and it improves the consistency of data, which is vital for accurate reporting. To learn more about propagation rules, see the Creating Rules chapter of the Employee Central Implementation Handbook. Integrating Employee Central and Compensation 50 PUBLIC Key Terminology Used In Employee Central - Compensation Integration Term Description Propagation XML The Propagation XML is used to propagate Foundation Object field values to the employee field values. Let's say you want to propagate the field values from the time zone field of the location to the time zone field in the job infor mation portlet as in this example: To have the system execute this propagation rule, you need to insert a mapping from the location foundation object to the jo bInfo employment object. If such a propagation mapping al ready exists in the XML file, you do not have to add it again. But if it is not there yet in the XML file, add the following propaga tion mapping at the end of the XML file: location.externalCode” hrisfield=” jobInfo.location”/> Note Changes to values of foundation objects don’t automati cally propagate to employee data that already exists. To propagate new changes, mass change feature can be used. Integrating Employee Central and Compensation Key Terminology Used In Employee Central - Compensation Integration PUBLIC 51 Term Description Range Penetration The level of an individual's pay compared with the total pay range. (Employee_Comp– Min of payRange)/(Max of PayRange-Min) Where, Employee_Comp = Sum of PayComponentGroup that has “useForRangePenetration” set to true. Note For CompaRatio and Range Penetration calculations, ● FTE is taken into account while considering em ployee_comp. So employee_comp = em ployee_comp / jobInfoEO.getFte(); ● PayRange amounts are annualized based on the fre quency (and its annualization factor). ● Minimum, maximum and mid-point of range con verted into the currency of the aggregated pay. Standard Hours Standard Hours is the number of hours in a week that an em ployee is scheduled to work. Can be defined at Legal Entity, Lo cation and Job Classification. Propagated to the employee job information record from the above Foundation object. The default standard hours for an employee are defined on Le gal Entity. Standard hours are optional on location and job clas sification. Location standard hours override the default specified on legal entity. If the job classification standard hours are specified, they override location standard hours. For example, Job Classi fication standard hours = 36, Location standard hours = 38, Le gal Entity standard hours = 40, the job classification standard hours (36) will be considered. FTE = Employee Standard Hours /Foundation Standard Hours Succession Data Model The Succession Data Model allows you to set up data that is re lated to people in company. Information set up here is of two types – person data and employment data. Person data in cludes those information types that are not job-dependent. For example, employee’s emergency contacts and national ID. Em ployment data, on the other hand, is information like the em ployee’s compensation and hire-date. To learn more about the Succession Data Model, see the Setting Up the Succession Data Model of chapter of the Employee Central Implementation Handbook. Integrating Employee Central and Compensation 52 PUBLIC Key Terminology Used In Employee Central - Compensation Integration 8 FAQs 8.1 How do you use the legacy Compensation Matrix in Employee Central? Context Non-Employee Central-integrated Compensation plan templates can use Employee Central pay matrix by following these instructions. Note that Employee Central-integrated Compensation plan templates can also use the legacy Compensation pay matrix table – they do not necessarily need to use Employee Central pay matrixes. Procedure 1. Replace the comp-pay-matrix-name tags with comp-pay-matrix-effective-date tags. Insert effective date into tag. Please note that attributes are defined based on hris-associations in the Corporate Data Model (see step 2 for more information). Old: New: 2. Check the Corporate Data Model for the Pay Range (payRange) definitions and HRIS-associations. This will define the attributes. Note that payGrade and 3 additional associations are supported (see extract of sample payRange section from Corporate Data Model provided below). ○ Although Employee Central supports configuration of pay ranges including up to 5 key fields, Compensation only supports 4 key fields (payGrade + up to 3 custom attributes). In order to have an integrated solution, only a maximum of 4 keys should be configured for the Employee Central pay range. ○ In Compensation, payGrade is the most significant key in mapping to pay matrix. Consequently, the payGrade field must be the first key/association in the Employee Central pay range HRIS-associations. Similarly, you need to match the additional custom attributes that was added on the Settings to the respective Employee Central pay range HRIS-associations. The order of the field mapping is critical for looking up the pay range in both Compensation and Employee Central. Additionally, the field names in Integrating Employee Central and Compensation FAQs PUBLIC 53 Compensation must exactly match the destination-entity names in the Corporate Data Model. 3. Make sure that that all destination-entities are defined in the Compensation plan template. The field id(s) in the Compensation XML template must match exactly with those in the Corporate Data Model. 4. Make sure all required fields are in the compensation plan template. This will change based on the customer’s Employee Central configuration. In this example, the localCurrencyCode, salaryType (Frequency), Pay Grade and Geo Zone must be defined in the Compensation plan template. Make sure every frequency used in the recurring pay components has a Pay Range in Employee Central with a matching frequency; otherwise a pay range match cannot be made on the Compensation worksheet. Sample Pay Component Recurring in Employee Central Sample Compensation Worksheet Integrating Employee Central and Compensation 54 PUBLIC FAQs Sample of Pay Range in Employee Central Sample of Changes Required in Pay Range Element of the Corporate Data Model Integrating Employee Central and Compensation FAQs PUBLIC 55 8.2 How do you determine the external code of a foundation object? Context To look up specific external codes: Procedure 1. Go to Admin Center. 2. In the Tool Search, type Manage Organization, Pay and Job Structures. 3. In the Search field, select the foundation object (for example, Business Unit). 4. In the dropdown menu next to this field, select the specific foundation object you are looking for. On the details screen that follows, you can find the external code (in the example of business unit, the standard label for the external code is Business Unit Code). Integrating Employee Central and Compensation 56 PUBLIC FAQs To get a list of all external codes of a foundation object, you can create a report Procedure 1. Click Home, then Analytics. 2. Click Reporting, then Ad Hoc Reports. 3. Click Create New Report. 4. In the Report Definition type dropdown list, select Foundation Objects, and click Create. 5. On the Creating …report page, in the General Info tab, enter the name of the report. 6. In the Columns tab, click Select Columns and select the corresponding foundation object(s) on the left side. 7. On the right side, under Columns, select the external code for that foundation object. 8. Click Done. 9. Click Generate to run the report. A list of external codes for the foundation object(s) you have selected is generated. 8.3 How do you determine the external code for picklists? Procedure 1. Go to Admin Center. 2. In the Tool Search type, Picklist Management. 3. On the Picklists screen, select Export all picklist(s). 4. Click Submit. A file listing all the picklists available in the system along with their external codes is generated. 8.4 How do you know which fields belong to jobInfo, compInfo, employmentInfo or jobRelationsInfo? For ease of access, a list has been made available in the Employee Central Implementation Handbook - refer to the section on Employment Object tables. hris-element-id is the technical name for each object that is used in an eligibility rule; the column Field ID displays the technical name of the fields in eligibility rules. To find out which of these fields have been implemented at your customer’s site, download your customer’s Succession Data Model and open the XML file with an editor. The employment objects are defined as hris-element, Integrating Employee Central and Compensation FAQs PUBLIC 57 and all the hris-fields that are included in one of the above mentioned hris-elements can be used for your rule. This also applies to custom fields. 8.5 How do you specify that a different manager than the Direct Manager (such as SECOND_MANAGER) is the recipient of compensation worksheets? Procedure 1. Add an option for second manager in the jobRelType picklist. Assuming only two types of managers are defined in the picklist as shown below, add the third entry. 2. Modify the Compensation Plan Template to reference the of use the 2nd hierarchy as follows: 8.6 Why do you encounter an error when the pay grade association uses Geozone, Pay Grade, and Department? Employee Central mandates that pay grade associations include Geozone, Pay Grade, and Company. Forms will not generate of a different organizational unit is used in place of company. 8.7 When integrating Employee Central - Compensation, how do you specify if a field will be displayed and/or if it will be editable? In Compensation, there are fields used to distinguish if a record on a compensation worksheet will be displayed and/or if it will be editable. When integrating Employee Central and Compensation, you must create custom fields Integrating Employee Central and Compensation 58 PUBLIC FAQs on the Succession Data Model to establish these flags for the compensation module. The extract below shows a sample implementation. Note The value specified in the required field must be TRUE or FALSE to be read by Compensation. It cannot be yes/no or 0/1. The picklist is shown below. 8.8 Why are the Pay Range and Compa-Ratio fields not populating on the Compensation Worksheet? Verify that the frequency has been set to Annual Frequency. Specifying any other frequency will cause the Pay Range and Compa-Ratio fields to stay blank. Integrating Employee Central and Compensation FAQs PUBLIC 59 8.9 Employee Central does not use promotion map tables. As a result, managers find it tough to determine the mapping between grade and the salary pay. Is there a workaround? If the Compensation-Specific Promotion options (on the Compensation Worksheet) are a high priority for managers. As a workaround, the customer can leverage the standard Compensation Salary Pay Matrix and Promotion Map tables. This can be done by reverting the The XML to use the Employee Central Pay Grade/Pay Range tables (as of an effective date) is as follows. 8.10 How Do You Create a Business Rule? Learn about creating business rules for Rule Type as Compensation Eligibility. Procedure 1. Go to the Admin Center. 2. In the Tools Search field, search Configure Business Rules. 3. Click Create New Rule Basic . 4. Enter the Rule Name. Select the Rule Type as compensationEligibility. Business Rules for Compensation Eligibility can only be related to jobInfo, compInfo, personalInfo or employmentInfo as Base Objects. 5. When you finish defining the rule, click Continue. Note When creating eligibility rules for Compensation, only the “If” conditions of the rule are defined —the “Then” conditions are always left blank. Here are a few sample rules. Integrating Employee Central and Compensation 60 PUBLIC FAQs Example Rule defining eligibility: Example Rule defining entitlement Standard eligibility fields can also be used to determine eligibility and always override the rules set using the Employee Central Rules Engine. To map a standard eligibility field from Employee Central: ○ Map the compensation eligibility field in the compensation plan template isVisible="false" type="string" reloadable="true" > ○ Update employee data – Set compInfo.custom-string4 to “True” for the employee(s) Integrating Employee Central and Compensation FAQs PUBLIC 61 9 Adding SuccessStore Employee Central - Integrated Compensation Plan Templates You can select Employee Central-integrated Compensation plan templates containing recommended and up-to- date configuration from the Admin Center. Prerequisites Ensure that, ● At least one Currency Conversion Table exist. ● The event reason ANSALREV must exist to add the template. Note that you can update the output event reason after the template has been added from Settings Employee Central Settings . ● The non-recurring pay component LUMPSUM must exist as this is defined in the Publish settings. Note that you cannot directly update the output Pay Component directly from the Admin Tools. ● The template assumes that most standard Employee Central fields exist in the instance for field mapping. A warning may occur if a typical field included in the template is missing. Context Remember that all settings should be reviewed to ensure the configuration matches your business requirements. Procedure 1. Go to the Admin Center. 2. In the Tools Search field, type Compensation Home. 3. Click Add new compensation plan. This brings up the Add Leading Practice Plan page. 4. Select the Add a leading practice plan template option. 5. Enter your template name. 6. From the SuccessStore Template dropdown, choose a pre-configured SuccessStore template. 7. From the Currency Conversion Table dropdown, choose a currency conversion table to be imported on uploading the template. The dropdown lists all the currency conversion tables that are available in your instance. 8. Click Upload a custom template. Integrating Employee Central and Compensation 62 PUBLIC Adding SuccessStore Employee Central - Integrated Compensation Plan Templates 9.1 Settings and Behaviors When Uploading Salary Planning Templates The Salary Planning template is designed for annual planning of employee salaries, using inputs from performance, pay range and country to guide recommendations. Managers can also nominate for promotion. The table explains the behavior of the below settings when you upload the SuccessStore Employee Central- integrated Salary Planning templates. Setting System Behavior Program Dates Dates are set based on a calendar fiscal year, assuming Febru ary planning for effective dates, step due dates and publication dates. ● Form Effective Date: Any changes to the effective date will show on the template. You can update the effective date from Settings Employee Central Settings . ● Effective Date of published data: Effective Date of in creases and changes for published date to Employee Cen tral. You can update the effective date from Settings Employee Central Settings . ● Fiscal Year start/End: Start/End Date of Fiscal Year to appear in reporting, or to be used in proration calculation if proration is selected. Salary Pay Matrix ● A salary pay matrix table will not be automatically loaded as part of the SuccessStore template. You’ll need to either import the table from Compensation Home Actions for All Plans Salary Plans Salary Ranges or set up Pay Range integration with Employee Central from Settings Calculation settings . Note that this integration is not set by default to prevent validation errors when loading the template. ● The pay matrix is set to match two additional attributes of Geo Zone and Legal Entity on the Settings page for your company’s configuration. Integrating Employee Central and Compensation Adding SuccessStore Employee Central - Integrated Compensation Plan Templates PUBLIC 63 Setting System Behavior Currency ● The template is set with a default functional currency of USD. Various reporting and currency views within the ap plication can represent the program in the default cur rency. ● The functional currency is used to normalize summary in formation across multiple currencies such as Budget to tals, Data exports and changing form view to a single cur rency from viewing in various local currencies. ● You can change the functional currency from Settings Currency Settings . ● The template is set in the local currency centric, meaning that planning data is stored in the local currency of the planned employees versus the functional currency. Rating Source ● The Programs are set to read from the delivered Perform ance Rating template. In the event, there are multiple Per formance Management forms added as part of the proc ess. You'll need to map the forms as well, if applicable. ● You can set the Performance Rating source for your com pany from Plan Details Rating Sources . ● Ratings are displayed as text instead of number, or num ber-text. Eligibility Rules ● By default, the starting point for eligibility is set to All employees are eligible. ● No additional eligibility rules are defined in the Success Store templates. Guidelines ● SAP SuccessFactors guides a Manager in making deci sions so that a limited merit budget can be targeted to the areas of greatest concern, using inputs of Performance Rating, Range Penetration, and Country. ● To review guidelines, go to Plan Details Guidelines . ● Lumpsum, Adjustment and Promotion guidelines are set to prevent values less than 0 or greater than 50%. Planning Fields There are four planning types for monetary changes: ● Merit: Typically base salary increase ● Adjustment: Less-restricted change amount to base sal ary. Basic Min/Max guideline only. ● Lump Sum Increase: Employees for whom merit would take them above the top of their pay range. Lump Sum will pay an employee amount in a flat value, but will not com pound year-over increases by going into base pay. Lump Sum increases do not have guidelines. ● Promotion: Base increase due to job change. Integrating Employee Central and Compensation 64 PUBLIC Adding SuccessStore Employee Central - Integrated Compensation Plan Templates Setting System Behavior Annualized Salary Planning ● The template is set to import and plan in the rate-type of an employee’s pay. ● The pay rate pulled into the Compensation form is based on the pay component with the Use for Compensation Planning option. Proration ● Proration can be used to adjust budgets, guidelines and planning for employees hired during the course of the year. If the field Proration Start Date is populated, then proration will calculate. If the field is left blank, no prora tion will be used. ● If used, the following take effect: ○ Guidelines adjusted down. Example, 50% proration on a 2%-4% guideline shows 1%-2% ○ Proration calculates based on a defined mapped date, such as Hire Date, from employee central by comparing that date to the Fiscal Year start and end dates. ○ Budget contribution per employee adjusted down based on the proration percent. Budget ● Budgets are built from the bottom up by adding together and employee’s salaries by a set percentage by country. ● Budgets reference a table so obtain planning percentages using Country and potentially one other factor. ● Enabled Budgets - Merit (merit and lumpsum planning), Adjustment (adjustment planning) and Promotion (pro motion planning). Budgets are based off the lookup table 20XX_Sal ary_Budget_Pool. Workflow/Hierarchy No pre-defined workflow is delivered with the SuccessStore template. You’ll need to set the workflow on the Settings page. Promotion The template is enabled for promotion. Promotion functional ity must be permissioned separately. Dynamic updates Template is set to dynamically update based on any changes made in Employee Central. Whenever a worksheet is opened, the most recent data (paygrade, salary, etc.) will be pulled from the employees Employment Information. Integrating Employee Central and Compensation Adding SuccessStore Employee Central - Integrated Compensation Plan Templates PUBLIC 65 10 Promotion Planning Process Many companies include a promotion planning process in their annual focal cycle. Planners need guidance in selecting the appropriate new job code for their team member, as job codes often vary by country, business unit, or legal entity. Compensation Administrators may now select the associated fields that will be available to Planners through a new role-based permission panel. Using field mapping tools, the Administrator may also select the standard and custom fields relating to the new job to display on the worksheet. Once promotion planning is completed, the new job information is published to Employee Central, using the existing compensation publishing tools. You can see the various steps involved for promotion, which is planned during the Compensation focal process in the following chapters. 10.1 Assigning Permissions for Compensation-Employee Central Promotion Integration Assign the permissions to view or edit employee promotion information in your SAP SuccessFactors system. Note To enable Compensation-Employee Central Promotion Integration in your SAP SuccessFactors system, the Enable Compensation-EC promotion integration option must be switched on in Actions for all plans Company Settings . Before you can use Compensation-EC Promotion Integration in your company, you must assign the relevant role- based permissions for the administrators. Integrating Employee Central and Compensation 66 PUBLIC Promotion Planning Process Under User Permissions, scroll down to Employee Central – Compensation Integration. You can set: ● View Permission: If you set the Job Information as View, then Managers can only view the EC job information portlet in the worksheet. The planner can't promote or delete the existing promotion of the employee. ● Edit/Insert Permission: If you set the Job Information as Edit/Insert Permission, then the manager can promote or delete the promotion of the employee. Note If the Edit Link under Edit/Insert permission isn’t selected - although rest of the fields are selected under Edit/ Insert permission - then the manager can't see the Promote link in the worksheet. If you wish to hide the promote link entirely, uncheck all permissions, including Edit Link under Edit/Insert permission. 10.2 Configuring Compensation Plan Templates Learn about mapping the promotion related fields in the Compensation template. Prerequisites To enable Compensation-EC Promotion Integration in your Compensation Plan template, the includeJobSelector option must be set to True and publishing effective date for job info must be given through xml. Remember As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your implementation partner. If you're no longer working with an implementation partner, contact Product Support. At least one type of effective date (template level or user level effective date) should be specified. If the user level effective date is blank, then job info will be published based on template level effective date. Context A new component type called Promotion, is introduced to map the promotion related fields in the Compensation plan template. You can map custom fields of specific type to EC Promotion component along with the 4 standard job fields: Final Job Family, Final Job Role, Final Job Code, and Final Pay Grade. Job Family, Job Role, Job Code, Pay grade, Final Job Family, Final Job Role, Final Job Code and Final Pay Grade job fields should be included in the template along with job selector. Criterias to set Custom fields to Employee Central Promotion component: 1. Reloadable and Read-Only should be set to true for promotion custom fields. 2. Promotion custom fields cannot be used as pay matrix attribute. 3. Promotion custom fields cannot be used as base custom fields in budget calculation. Integrating Employee Central and Compensation Promotion Planning Process PUBLIC 67 4. Promotion custom fields cannot be used as custom criteria in comp-fromula. Procedure 1. Go to the Admin Center. 2. In the Tool Search field, enter Compensation Home. 3. Select any Compensation Plan. 4. In Plan Setup > Design Worksheet > Add Column > Standard, you can add Final Job Family, Final Job Role, Final Job Code, Final Pay Grade, Job Family, Job Role, Job Code, and Pay grade job fields by selecting the column names. You can also add custom fields with EC Category set as EC Promotion. 5. Click Done. 6. After adding the fields, you can configure the selected columns. FieldName Reloadable Read-Only Column Id EC Category Final Job Family True True finalJobFamily EC Promotion Final Job Role True True finalJobRole EC Promotion Final Job Code True True finalJobCode EC Promotion Final Pay Grade True True finalPayGrade EC Promotion Job Family True True JobFamily Job Info Job Role True True JobRole Job Info Job Code True True JobCode Job Info Pay Grade True True PayGrade Job Info Custom Field True True Custom Field EC Promotion Integrating Employee Central and Compensation 68 PUBLIC Promotion Planning Process Note Only componentType and effectiveDate are supported to publish JobInfo. 10.3 Applying Employee Promotions Through Worksheets Learn how a Manager with required permission, can Promote an eligible employee from the Compensation Worksheet. Prerequisites To enable Event and Event Reason in the job information portlet, you need to disable Enable youCalc rules engine for HRIS — requires “Employee Central V2 (i.e., Event Reason Derivation)”, “Enable Generic Objects”, “Effective Dated Data Platform”, “Employee Profile data audit” and “Enable the Attachment Manager”. Contact SAP Cloud Support to disable this option. Integrating Employee Central and Compensation Promotion Planning Process PUBLIC 69 Procedure 1. Go to Compensation home page. 2. Select a Compensation Plan template. 3. A manager with required permission, can access Promote link for each of his direct reports. 4. You can now see the job information of the employee you wish to promote. 5. Select the Event. 6. Once you select Event, the Event Reason appears. Select the Event Reason. 7. Add or update the required Job Information. 8. Click Save. 9. Click Save in the worksheet. The system updates the worksheet with values for final job family, final job role, final job code, final pay grade and specific custom fields on the compensation profile and worksheet (if configured). Employees with edit permission can see the following actions on the overlay: Close, Cancel, Delete, and Save. Employees with view permission will see the following actions on the overlay: Close. Integrating Employee Central and Compensation 70 PUBLIC Promotion Planning Process 10.4 Promotion Recommendations Learn about viewing the promotion job selector fields on the worksheet and on Compensation Profile. Integrating Employee Central and Compensation Promotion Planning Process PUBLIC 71 1. Viewing Promotion Details in Worksheets [page 72] After being promoted, the employee can see the promotion details in the worksheet. 2. Viewing Promotion Details in Compensation Profiles [page 73] After being promoted, an employee can see the promotion details in the Compensation Profile. 10.4.1 Viewing Promotion Details in Worksheets After being promoted, the employee can see the promotion details in the worksheet. Context Once you set the job fields in Compensation Plan template, you can view those fields in the promotion section of Worksheets. Procedure 1. Go to Compensation. 2. Select any Worksheet. 3. You can view Final Job Family, Final Job Role, Final Job Code and Final Pay grade columns and specific custom fields in the worksheet. 4. You can view the current position in range and recommended position in final pay range based on the new pay grade on the Profile. Fields mapped to EC Promotion component like Final Job Family, Final Job Role, Final Job Code, Final Pay grade columns, and specific custom fields in the worksheet is updated with the saved values in EC job information screen. Based on the step in the route map, if a Manager can edit worksheets, the job promotion selector fields will also be editable. Based on the Role based Permissions, users accessing a record via Executive Review can edit or view a promotion using the Promote option. Note 1. The promotion fields in the worksheet are read-only. 2. To edit a promotion recommendation via Executive Review, the manager must have edit/insert permission for Employee Central – Compensation Integration and edit permission for Executive Review. Task overview: Promotion Recommendations [page 71] Integrating Employee Central and Compensation 72 PUBLIC Promotion Planning Process Next task: Viewing Promotion Details in Compensation Profiles [page 73] 10.4.2 Viewing Promotion Details in Compensation Profiles After being promoted, an employee can see the promotion details in the Compensation Profile. Context Once you set the job fields in Compensation Plan template, you can view those fields in the promotion section of the Compensation Profile. Procedure 1. Go to Compensation. 2. Select any EC-enabled plan template. 3. Select on the Employee Name to open the employee profile. 4. You can view the Compensation Profile of the employee. Click on Show Promotion, to view or edit the promotion information. Note You can edit the promotion information on Compensation Profile only when: 1. Enable Compensation-EC promotion integration option is disabled in Actions for all plans Company Settings . 2. Template is not using an Employee Central specific pay matrix. 3. Make sure Final Job Family, Final Job Role, Final Job Code, and Final Pay grade columns are not read only under Plan Setup Design Worksheet for the template. Task overview: Promotion Recommendations [page 71] Previous task: Viewing Promotion Details in Worksheets [page 72] Integrating Employee Central and Compensation Promotion Planning Process PUBLIC 73 10.5 Publishing Job Information to Employee Central Learn about publishing job information to Employee Central. Context Once you have updated the job information in the worksheet, you can now publish the job information to Employee Central. Make sure you route the worksheet to completion to publish job information. Procedure 1. Go to the Admin Center. 2. In the Tool Search field, enter Compensation home. 3. Select a Compensation plan. 4. Select Complete Compensation Cycle > Publish in Employee Central. 5. You can also publish selected worksheets in Employee Central. 6. Click Submit. 10.5.1 Job Information Publication Rules Here's a list of few rules you need to remember while publishing job information to Employee Central. Context You can publish jobInfo fields only from completed forms. New Job Information fields will be published together with Compensation info by default. You can choose to publish compInfo, jobInfo, or both of them. If... Then... Publishing effective date is before the plan effective date You should disable the Mass update for Completed form, as the form content might be changed due to the newly published records. Integrating Employee Central and Compensation 74 PUBLIC Promotion Planning Process If... Then... Note Forms which are already published, will be skipped in mass update. There is no difference in jobInfo A new jobInfo record will not be created. The new jobInfo is different than the existing jobInfo, but has The existing record will be overwritten by the new jobInfo the same promotion effective date as an existing record record. You enter a promotion directly in Employee Central while A record will be added with the new sequence number. The worksheets are open for recommendations, and a Manager record with the highest sequence number wins. enters a promotion via the Employee Central job info screen accessed via the worksheet and the publish effective date set in the template is same You enter a promotion directly in Employee Central while Both records will be merged and published. worksheets are open for recommendations, and a Manager enters a promotion via the Employee Central job info screen accessed via the worksheet and the publish effective date set in the template is different Publishing effective date is before the plan effective date You should disable the Mass update for Completed form, as the form content might be changed due to the newly published records. The effective date of the inserted row is earlier than the Standard forward propagation rules are applied, that is, the current job row or if a future dated job row has already been changed fields are propagated forward until there is a row created where that field has been explicitly changed. 10.6 Viewing Published Job Information Once the job information is published to Employee Central, you can view the job information in Employee Files. Procedure 1. In the home page, go to the Employee Files. 2. Under Public Profile, select Employment Information. 3. You can view the published job information under Job Information section. Integrating Employee Central and Compensation Promotion Planning Process PUBLIC 75 10.7 Viewing Reports and Logs You can view the failed records and the number of records published successfully. Context You can view the status of both Employee Central and Compensation jobs. Procedure 1. Go to the Admin Center. 2. In the Tool Search field, enter Monitor Jobs. 3. Select Download Status. You can view the number of records published successfully and the number of failed/ skipped records. 4. You can also view the details as to why the record failed to publish. For example, jobInfo match not found, effective date blank, and so on. Integrating Employee Central and Compensation 76 PUBLIC Promotion Planning Process Important Disclaimers and Legal Information Hyperlinks Some links are classified by an icon and/or a mouseover text. These links provide additional information. About the icons: ● Links with the icon : You are entering a Web site that is not hosted by SAP. By using such links, you agree (unless expressly stated otherwise in your agreements with SAP) to this: ● The content of the linked-to site is not SAP documentation. You may not infer any product claims against SAP based on this information. ● SAP does not agree or disagree with the content on the linked-to site, nor does SAP warrant the availability and correctness. 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