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Oracle HCM Cloud: Compensation

Student Guide D88697GC10 Edition 1.0 | April 2015 | D90886

Rajesh Ponnam (rajeshฺponnam@accentureฺcom) has a

non-transferable license to use this Student Guideฺ

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Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Disclaimer This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and print this document solely for your own use in an Oracle training course. The document may not be modified or altered in any way. Except where your use constitutes "fair use" under copyright law, you may not use, share, download, upload, copy, print, display, perform, reproduce, publish, license, post, transmit, or distribute this document in whole or in part without the express authorization of Oracle. The information contained in this document is subject to change without notice. If you find any problems in the document, please report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not warranted to be error-free. Restricted Rights Notice

If this documentation is delivered to the United States Government or anyone using the documentation on behalf of the United States Government, the following notice is applicable: U.S. GOVERNMENT RIGHTS The U.S. Government’s rights to use, modify, reproduce, release, perform, display, or disclose these training materials are restricted by the terms of the applicable Oracle license agreement and/or the applicable U.S. Government contract.

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Author Holly Zimmerman

Technical Contributors and Reviewers Michele Chung Gail Langendorf Phyllis Simons

Editor Smita Kommini

Publishers Jobi Varghese Michael Sebastian



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Contents 1 Course Overview

Lesson Agenda 1-2 Course Audience 1-4 Course Objectives 1-5 Course Methodology 1-7 Course Materials 1-8 Information Sources 1-9 Course Agenda: Day 1 1-10 Course Agenda: Day 2 1-11 Course Agenda: Day 3 1-12 Course Agenda: Day 4 1-13 Course Agenda: Day 5 1-14

2 Oracle Fusion Compensation and Security: Overview

Lesson Objectives 2-2 Oracle Fusion Human Capital Management: Overview 2-3 Manage Compensation 2-4 Analyze Total Compensation 2-7 Demonstration 2-10 Role-Based Access Control 2-11 Role Types 2-12 Role-Based Access: Example 2-14 Security Reference Implementation 2-15 Demonstration 2-16 Separation of Compensation Duties by Job Roles 2-17 Separation of Total Compensation Duties by Job Roles Overview 2-18 Summary 2-19

3 Getting Started and Functional Setup Manager: Overview

Lesson Objectives 3-2 Oracle Fusion Application User Interface (UI) 3-3 Simplified UI: Home -4 Simplified UI: Global Area 3-5 Simplified UI: Features 3-6 Desktop UI 3-7



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Desktop UI: Layout 3-8 Desktop UI: Global Area 3-9 Global Area: More Options 3-10 Dashboards 3-11 Welcome Dashboard 3-12 Functional Setup Manager: Overview 3-13 Job Roles with Functional Setups Duty 3-14 Functional Users 3-16 Implementation Project 3-17 Assigned Implementation Tasks 3-19 Instructor Practices 3-20 Practice 3-21 Summary 3-22

4 Define Workforce Structures

Lesson Objectives 4-2 HCM Employment Models: Overview 4-3 Employment Models 4-4 Three-Tier, Single Employment Term Employment Models 4-5 Three-Tier, Multiple Employment Terms Employment Models 4-6 Two-Tier, Single Assignment Employment Model 4-7 Two-Tier, Single Assignment with Contract Employment Model 4-8 Two-Tier, Multiple Assignments Employment Model 4-9 Salary Records in Employment Models 4-10 Quiz 4-11 Summary 4-14

5 Define Eligibility Profiles

Lesson Objectives 5-2 Defining Eligibility: Overview 5-3 Terminology for Defining Eligibility 5-4 Demonstration 5-5 Managing Derived Factors 5-6 Demonstration 5-8 Planning and Prerequisites for Eligibility Profiles 5-9 Setting the Eligibility Profile Definition 5-10 Defining Eligibility Criteria 5-11 Excluding, Sequencing, Adding, and Viewing Criteria 5-12 Practices 5-13 Quiz 5-14 Summary 5-17



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6 Define Elements, Balances, and Formulas Lesson Objectives 6-2 Managing Fast Formulas 6-3 Customized Fast Formulas 6-4 Formula Types and Components 6-5 Database Items for Formula Types 6-7 Demonstration 6-8 Managing Payroll Elements: Overview 6-9 Element Templates 6-10 Element Component Definitions 6-11 Delivered Elements and Element Templates 6-12 Element Component: Example 6-13 Demonstration 6-14 Element Input Values 6-15 Element Entries 6-16 Element Eligibility Criteria 6-17 Balance Feeds 6-19 Element Classification Types 6-20 Deductions and Deduction Elements 6-22 Voluntary Deductions 6-23 Demonstration 6-24 Compensation Elements and the Employment Model 6-25 Elements and the Employment Level 6-26 Practices 6-27 Quiz 6-28 Summary 6-31

7 Define and Manage Base Pay

Lesson Objectives 7-2 Grade Rate: Overview 7-3 Demonstration 7-4 Validating Salary Using Grade Rates 7-5 Practice 7-6 Salary Terminology 7-7 Salary Basis: Overview 7-8 Salary Basis 7-9 Demonstration 7-10 Legislative Data Groups (LDGs) 7-11 Associating a Payroll Element with a Salary Basis 7-12 Payroll Element and Input Value 7-13 Base Pay Frequencies 7-15



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Annualization Factors 7-16 Group Discussion: Annualizations 7-17 Salary Components: Overview 7-18 Salary Components 7-20 Grade Rates 7-21 Troubleshooting Tips 7-22 Questions to Help Determine Required Salary Bases 7-23 Practices 7-25 Group Discussion 7-26 Work Areas Used to Manage Base Pay 7-27 Entering and Adjusting Salaries 7-28 Salary Change Approvals 7-30 Demonstration 7-32 Practice 7-33 Editing Salaries in the Integrated Workbook 7-34 Instructor Practice 7-35 Line Manager: Simplified User Interface 7-36 Demonstration 7-37 Manager Resources Dashboard: Compensation (Line Manager) 7-38 Person Gallery: Compensation (Line Manager and HR Specialist) 7-39 Person Management: Manage Salary (HR Specialist) 7-40 Compensation Work Area (Compensation Manager) 7-41 Quiz 7-42 Summary 7-49

8 Define and Manage Individual Compensation

Lesson Objectives 8-2 Actions: Overview 8-3 Demonstration 8-5 Individual Compensation Plans: Overview 8-6 Plan Options 8-7 Link Individual Compensation Plans to Workforce Compensation Budget Pool 8-8 Dates, Eligibility Profiles, and Instruction Text 8-9 Plan Access Restrictions 8-10 No Access Restriction 8-11 Options for Restricting Access by Action 8-12 Compensation Plan Allocation Access Level 8-13 Demonstration 8-14 Questions to Help You Design Individual Compensation Plans 8-15 Group Discussion 8-16 Managing Individual Compensation and Personal Contributions 8-17



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Managing Compensation 8-18 Variable Allocation Approvals 8-19 Practices 8-20 Introducing Compensation History 8-21 Configuring Compensation History: Automatic and Manual 8-22 Demonstration 8-23 Quiz 8-24 Summary 8-33

9 Manage Workforce Compensation Plans: Overview

Lesson Objectives 9-2 Workforce Compensation 9-3 Key Features and Capabilities 9-4 Compensation Plan: Important Design Choices 9-5 Decision Points 9-6 Demonstration 9-8 Global Settings 9-9 Configuring Global Settings 9-10 Managing Workforce Compensation Approval Tasks 9-12 Demonstration 9-13 Group Discussion 9-14 Defining Workforce Compensation 9-15 Summary 9-16

10 Configure Workforce Compensation Plan Foundation

Lesson Objectives 10-2 Managing Compensation Plans 10-3 Demonstration 10-4 Plan Details 10-5 Demonstration 10-7 Group Discussion 10-8 Plan Eligibility 10-9 Demonstration 10-10 Plan Cycles 10-11 Configuring Plan Cycles 10-12 Demonstration 10-14 Plan Currency 10-15 Demonstration 10-16 Plan Access 10-17 Configuring Plan Access 10-18 Demonstration 10-20



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Feedback Survey 10-21 Demonstration 10-22 Practices 10-23 Quiz 10-24 Summary 10-29

11 Configure Workforce Compensation Budgets

Lesson Objectives 11-2 Budgeting: Overview 11-3 Budget Pools 11-4 Demonstration 11-6 Group Discussion 11-7 Budget Page Layout 11-8 Configuring Budget Page Layout 11-10 Demonstration 11-12 Practices 11-13 Summary 11-14

12 Configure Workforce Compensation Worksheets

Lesson Objectives 12-2 Compensation Components 12-3 Configuring Compensation Components 12-4 Demonstration 12-6 Performance Ratings 12-7 Demonstration 12-9 Approvals 12-10 Configuring Approvals 12-11 Alternate Approver Hierarchy: Bypassing Final Approver 12-12 Alternate Approver Hierarchy: Overriding Rest of Hierarchy 12-14 Alternate Approver Hierarchy: Returning to Standard Hierarchy 12-16 Instructor Practice 12-18 Compensation Change Statements 12-19 Configuring Compensation Change Statements 12-20 Demonstration 12-21 Alerts 12-22 Configuring Alerts 12-23 Demonstration 12-24 Practices 12-25 Quiz 12-26 Worksheet Display: Overview 12-31 Worksheet Display Tab Types 12-32



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Worksheet Page Layout 12-34 Summary Sections 12-36 Detail Table Columns 12-38 Configuring Column Properties 12-39 Other Worksheet Configurations 12-40 Managing Dynamic Columns 12-41 Demonstration 12-43 Practice 12-44 Quiz 12-45 Summary 12-48

13 Configure Workforce Compensation Models and Reports

Lesson Objectives 13-2 Modeling: Overview 13-3 Configuring Modeling 13-4 Model Allocation Method 13-5 Demonstration 13-6 Reports: Overview 13-7 Configuring Reports 13-8 Demonstration 13-10 Report Dimensions: Overview 13-11 Use of Dimensions in Reports 13-12 Use of Dimensions in Models 13-13 Demonstration 13-14 Report Filters: Overview 13-15 Demonstration 13-16 Practices 13-17 Quiz 13-18 Summary 13-22

14 Validate Workforce Compensation Plans

Lesson Objectives 14-2 Validating Plan Setup 14-3 Validation Results 14-4 Starting the Compensation Cycle Process 14-5 Demonstration 14-6 Practice 14-7 Summary 14-8



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15 Manage Compensation Models and Budgets Lesson Objectives 15-2 Managing Compensation Models and Budgets 15-3 Managing Compensation Models: Overview 15-4 Creating Models 15-5 Demonstration 15-7 Managing Budgets: Overview 15-8 Allocating Budgets 15-9 Demonstration 15-10 Practices 15-11 Quiz 15-12 Summary 15-16

16 Manage Workforce Compensation

Lesson Objectives 16-2 Managing Workforce Compensation 16-3 Compensation Plans: Overview 16-4 Worksheet Configurations: Examples 16-5 Managing Compensation Plans 16-6 Workforce Compensation Worksheet 16-7 Viewing Reports and Analytics 16-9 Approving Worksheets 16-11 Generating Compensation Statements 16-12 Demonstration 16-13 Practice 16-14 Quiz 16-15 Summary 16-20

17 Administer Workforce Compensation

Lesson Objectives 17-2 Compensation Work Area (Compensation Manager and Compensation Administrator) 17-3 Global Models: Overview 17-4 Creating or Editing Global Models 17-5 Demonstration 17-6 Active Plans: Overview 17-7 Managing Active Plans 17-8 Demonstration 17-9 Administering Workers: Overview 17-10 Eligibility Status 17-11 Administering Workers 17-12



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Worker Information 17-13 Budget Information 17-14 Compensation 17-15 Promotion 17-16 Performance 17-17 Status and Hierarchy 17-18 Other Information 17-19 Demonstration 17-20 Administration Reports 17-21 Demonstration 17-23 Running Batch Process: Overview 17-24 Monitor Processes 17-25 Demonstration 17-27 Practices 17-28 Quiz 17-29 Summary 17-34

18 Define Total Compensation Statements

Lesson Objectives 18-2 Total Compensation Statements 18-3 Demonstration 18-4 Questions to Help Determine What Content to Include and How to Display and Format It 18-5 Compensation Items and Source Types 18-6 Demonstration 18-8 Practices 18-9 Compensation Items: Group Discussion 18-10 Compensation Categories 18-11 Compensation Category Types 18-12 Category Types: Benefits, Cash Compensation, Savings, and Retirement 18-13 Category Types: Time Off and Stock History 18-14 Types: Custom and Other 18-15 Contribution Type, Unit of Measure, and Level of Detail 18-16 Providing Links and Displaying the Full Detail 18-17 Display Options, Graphs, Descriptive and Supplemental Text 18-18 Hiding Table Columns 18-19 Zero or No-Value Contribution Values 18-20 Demonstration 18-23 Practice 18-24 Compensation Categories: Group Discussion 18-25



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Considerations for Determining How Many Different Statement Definitions Are Required 18-26 Statement Definition Compensation Items and Categories 18-27 Statement Periods 18-28 Statement Options and Denoting Estimated Amounts 18-29 Configuring the Summary Page 18-30 Annual or Periodic Use of Statement Definitions 18-32 Demonstration 18-33 Practice 18-34 Statement Definitions: Group Discussion 18-35 Practice 18-36 Monitoring Processes and Viewing Statements 18-37 Practice 18-38 Quiz 18-39 Summary 18-45

19 Manage Market Data

Lesson Objectives 19-2 Market Data: Overview 19-3 Managing Compensation Types 19-4 Managing Supplier Information 19-5 Market Data Workbooks 19-6 Instructor Practice 19-9 Quiz 19-10 Summary 19-12

20 Course Summary

Summary 20-2



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C O iCourse Overview




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Lesson Agenda

This lesson provides an introduction to the:

• Instructor and class participants

• Course:Audience– Audience

– Goal

– Objectives

– Methodology

– Materials

A d– Agenda


Oracle HCM Cloud: Compensation 1 - 2



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Instructor and Class Participants

• Who are you?– Name

– Company

– RoleRole

• What is your prior experience?– HCM applications

– Oracle Cloud applications

• How do you expect to benefit from this course?





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Course Audience

This course is designed for application implementation consultants, application administrators, and functional users who are responsible for implementing and managing Oracle Fusion Compensation.





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Course Objectives

At the end of this course, you should be able to:

• Identify the key concepts of Compensation that determine a successful implementation

• Review security reference implementation data forReview security reference implementation data for compensation management and describe key security concepts

• Use Oracle Fusion Functional Setup Manager (FSM) to implement the Compensation tasks in the Compensation Management offeringManagement offering

• Create payroll elements for compensation

• Set up and manage base pay and individual compensation plans

Note: The Benefits tasks in the Compensation Management offering, as well as most of the common application configuration tasks, are covered in other related courses.





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Course Objectives

• Set up workforce compensation plans, worksheets, and budgets

• Configure workforce compensation models and reports

• Validate workforce compensation plansValidate workforce compensation plans

• Create models, publish budgets, and allocate compensation in workforce compensation

• Administer workforce compensation

• Define total compensation statements

• Manage market data





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Course Methodology

Subject matter is delivered through:

• Lecture and slide presentations

• Software demonstrations

• Class discussions• Class discussions

• Hands-on practices





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Course Materials

Course content is delivered over five days:

• Student Guide– All slides presented during lectures

– Student notes with additional information– Student notes with additional information

• Activity Guide– Hands-on practices





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Information Sources

• Oracle Fusion Compensation documentation is available in the HCM Cloud Library.– http://docs.oracle.com/cloud/latest/

– Select Global Human Resources

– Then click the Cloud Books tab

• Specific release 9 guides for this course:– Security Reference for Oracle HCM Cloud

– Oracle Fusion Applications Compensation Management Implementation GuideImplementation Guide

– Oracle Fusion Applications Compensation Management, Compensation Guide

– Oracle Fusion Applications Information Technology Management, Implementation Applications Guide

Use the Fusion Applications category to see documentation for Oracle Fusion Cloud applications.





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Course Agenda: Day 1

• Course Overview

• Oracle Fusion Compensation and Security: Overview

• Getting Started and Functional Setup Manager: Overview

• Define Workforce Structures• Define Workforce Structures

• Define Eligibility Profiles





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• Define Elements, Balances, and Formulas

• Define and Manage Base Pay

• Define and Manage Individual Compensation





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• Manage Workforce Compensation Plans: Overview

• Configure Workforce Compensation Plan Foundation

• Configure Workforce Compensation Budgets

• Configure Workforce Compensation Worksheets• Configure Workforce Compensation Worksheets





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• Configure Workforce Compensation Models and Reports

• Validate Workforce Compensation Plans

• Manage Compensation Models and Budgets

• Manage Workforce Compensation• Manage Workforce Compensation

• Administer Workforce Compensation





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• Define Total Compensation Statements

• Manage Market Data





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O l F i C tiOracle Fusion Compensation and Security: Overview




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Lesson Objectives

After completing this lesson, you should be able to:

• Identify the key processes and concepts of Compensation

• Describe how to find contextual user assistance and use the Oracle Fusion Applications help systemthe Oracle Fusion Applications help system

• Explain how role-based access secures data in Oracle Fusion Human Capital Management (HCM)

• Explain how Compensation separates duties by job role





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Oracle Fusion Human Capital Management: OverviewHuman Capital Management: Overview

Oracle Fusion HCM covers the three primary business processes of managing human capital.

Oracle Fusion Human Capital Management

Global Human Global Payroll Global Payroll

Workforce Deployment

Workforce Development

Global Human Resources

Global Payroll and Localizations

Global Payroll Interface

Workforce Predictions

Workforce Management

Time and LaborAbsence

Management

Talent ReviewPerformance Management

Goal Management

Succession Management

Compensation Management

Span Business Processes

CompensationIncentive

CompensationBenefits

Total Compensation

Statement

Fast FormulaProfile Management

Workforce Directory Management

This course focuses on the Compensation area of the Compensation Management business process, which consists of two business processes that can be performed when setup is complete:


• Manage Compensation

• Analyze Total Compensation




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Manage Compensation

Attract, motivate, and retain talent by strategically planning, allocating, and communicating compensation.

Manage Compensation business process main activities

Manage Base Pay

• Manage salary basis definitions and update worker’s base salary.

• Maintain the definition of the salary basis that when linked with a worker’s salary


• Maintain the definition of the salary basis that, when linked with a worker s salary, specifies the:

- Payroll input details for the worker’s base pay earnings

- Duration for which the salary is quoted

- Factor used to annualize base salary

• Configure the salary basis with optional components to enable managers and compensation professionals to attribute base pay adjustment amounts or percentages tocompensation professionals to attribute base pay adjustment amounts or percentages to different purposes.

• View and update worker’s salary basis and adjust base pay by adjusting:

- Amount

- Percentage

- Compa-ratio

Other salary factors such as range position quartile or quintile- Other salary factors, such as range position, quartile, or quintile

• View salary history, as well as graphical analysis of current and new salary.




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Manage Individual Compensation

• Define plans that enable:

- Managers to allocate compensation to individual workers

Workers to manage their own voluntary deductions- Workers to manage their own voluntary deductions

• Plans provide enrollment choices.

Example: Options for each vehicle make and model in a car allowance plan

• Managers can view a worker’s compensation history to:

- Help determine if an award is deserved

- View past award amounts

• Using the plans, managers can:

- Award ad hoc bonuses, allowances, and other compensation

- Initiate and update recurring payments

Manage Personal Contributions

Enroll in company-sponsored voluntary deductions, such as savings and charitable contribution plans, managing your own enrollment and contribution elections.co t but o p a s, a ag g you o e o e t a d co t but o e ect o s

Manage Compensation Budgets

• Keep compensation awards in line with the company’s financial goals and targets by ensuring manager allocations stay within their defined budget amounts.

• Manually calculate budget amounts or automatically determine budget amounts using a model.

• Publish budgets to line managers to:Publish budgets to line managers to:

- Distribute budgets down the reporting hierarchy

- Allocate budget amounts at the worker level

• Use administrative budgeting to enable managers to award compensation within their allocated budget amounts.

• (Optionally) determine budget amounts offline by downloading budget details to a spreadsheet.spreadsheet.

Administer Workforce Compensation

These tasks are performed by users within the Compensation department.

• Manage worker data by changing assignment data effective for the current plan cycle only.

• Override line manager allocations, job changes, and performance ratings.

Update plan data• Update plan data.

• Create and manage models for use by line managers or administrators to distribute compensation directly to workers.

• Maintain access to plans from the watch list.

• Run processes to initiate a compensation cycle, transfer data to the HR application, and refresh HR data.

Analyze plan results• Analyze plan results.




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Manage Workforce Compensation

These tasks are performed by line mangers, or Compensation department users acting as a proxy line manager.

• Allocate one or more types of compensation manually or automatically for a group of• Allocate one or more types of compensation manually or automatically for a group of workers on a focal, anniversary, or periodic basis.

• Promote and rate worker performance while awarding compensation.

• (Optionally) determine compensation amounts offline by downloading details to a spreadsheet.

• Use a model to automatically calculate and allocate compensation to workers based on selected criteria.selected criteria.

• Generate company-configured compensation change statements (different from total compensation statements) to notify workers of a:

- Compensation award

- Job change

- Performance rating assignment

• Analyze proposed changes for:• Analyze proposed changes for:

- Equity among peer groups and by manager

- Alignment with targets

- Pay for performance strategies

• Review and approve work of subordinate managers.

• Quickly process and transfer approved data to the core HR application.




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Analyze Total Compensation

• Maintain and analyze a statement that communicates to workers:– Compensation

– Rewards

– Benefits

• Analyzing total compensation involves:– Maintenance and generation of statements by the

compensation administrator

– Viewing and analyzing statements by:Viewing and analyzing statements by:— Compensation manager

— Individual workers

— HR specialists





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Analyze Total Compensation

Analyze Total Compensation business process main activities

• Define and manage the design, content, and delivery of a statement that communicates compensation, rewards, and benefits to workers.

• The Total Compensation Statement can include:


e ota Co pe sat o State e t ca c ude

- Compensation often overlooked by workers (examples, fringe benefits or perks)

- Company contributions towards health and welfare benefits

- Value of stock grants and paid time off

• Define compensation items that represent:

- Actual or estimated amounts paid to workers

Costs inc rred b the compan- Costs incurred by the company

• Arrange compensation items into categories, such as:

- Cash compensation

- Base pay

- Benefits

- Company stock




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• Display category details on a single page or enable recipients to drill to details.

• Configure optional:

- Graphical displays of data

Worker instructions- Worker instructions

- Supplemental information (examples, compensation policies or benefit plan details)

• Define periods for which statement data is valid and customize an optional welcome message for each period.

• Generate and view new statements, purge unneeded statements, and monitor processes with summary and detailed online reportsprocesses with summary and detailed online reports.

- Recipients can view and print their statements while the statement is available for access.




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Demonstration

Exploring Oracle Fusion Help

Using the activity guide, your instructor does the specified demonstration.





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Role-Based Access Control

Security in Oracle Compensation is role based, where roles control who can do what on which data.

A role assigned to a user

A function that users with the role can perform

Who?

What?

Set of data that users with this role can access when performing this function

Which Data?





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Role Types

• Abstract Role– Defines a worker's role independently of the job

• Job Role– The job that a worker is hired to perform– The job that a worker is hired to perform

• Data Role– A combination of a worker’s job and data instances that the

role can access, such as all workers in a legal employer

• Duty RoleG t i il– Grants privileges

• Defines a worker’s role in the enterprise independently of the job that the worker is hired to do

• These abstract roles are standard in Oracle Fusion HCM:


ese abst act o es a e sta da d O ac e us o C

- Line manager

- Employee

- Contingent worker

Job Role

The job that a worker is hired to perform

Note: You do not assign job roles directly to users. Instead, you create data roles for job roles and assign the data roles to users.




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Data role is a combination of:

• A worker’s job, such as Compensation Manager

• The data instances that users with the role can access

Y id tif th d t i t h ll k i l l l i it fil dYou identify the data instances, such as all workers in a legal employer, in a security profile and include the security profile in the data role.

Duty Role

Duty roles are:

• The building blocks of abstract and job roles

• Not assigned directly to users

• Inherited by job roles and can be inherited by other duty roles

By the privileges granted to it, a duty role:

• Determines the entries that a user sees:

On menus- On menus

- In the Tasks pane of a work area

• Grants access to:

- Work areas

- Dashboards

- Task flows and pages

- Reports

- Batch programs




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Role-Based Access: Example

Differences between users areaccounted for by differences inthe duty roles that they inherit.

Lindsay Allen (User)

Abstract RoleEmployee

Data RoleCompensation

Manager_US Workers

Job RoleCompensation

My Portrait Work Area Navigation

Duty

Compensation Manager

Salary Management Duty

The figure shows example duty roles for Lindsay’s abstract and job roles. In reality, abstract and job roles inherit many duty roles.

• Lindsay can open her own Portrait in the Person Gallery and view her own


dsay ca ope e o o t a t t e e so Ga e y a d e e ocompensation information, thanks to the duty roles inherited by her Employee abstract role.

• She can also adjust time cards for US workers, thanks to her data role, which includes the US Workers security profile and inherits the Time and Labor Manager job role. This job role inherits the Time Card Management Duty role.




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Security Reference Implementation

Oracle Fusion Applications provides a comprehensive set of predefined security data known as theSecurity Reference Implementation. Job Role

Compensation Application Administrator

The Security ReferenceImplementation includes predefined:

• Abstract roles

• Job roles

D t l

Administrator

Duty Role (Inherited)

Salary Setup Duty

Privilege

• Duty roles

• Privileges

• HCM security profiles

Define Salary Basis

You can review the Security Reference Implementation in the Oracle Human Capital Management Cloud Security Reference Guide.





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Demonstration

Exploring HCM Security Reference Manual






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Separation of Compensation Duties by Job Roles

The following figure shows the main roles and privileges for base pay, individual compensation, and workforce compensation.

Each of the main compensation professional job roles has access to the Compensation work area through duty roles, but for different tasks.

• Compensation Administrator can perform only setup tasks.


Co pe sat o d st ato ca pe o o y setup tas s

• Compensation Manager can perform:

- No setup tasks

- All transactional tasks where worker data can be seen

• Compensation Analyst can:

- Export salaries

Manage global models- Manage global models

- View administration reports




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Separation of Total Compensation Duties by Job Roles Overviewby Job Roles Overview

The following figure shows the main roles and privileges for the total compensation statement.

• Compensation Administrator can set up statement definitions and generate statements, but cannot view them.

• Compensation Manager can view statements, but cannot set them up or generate


Co pe sat o a age ca e state e ts, but ca ot set t e up o ge e atethem.




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Summary

In this lesson you should have learned to:

• Identify the key processes and concepts of Compensation

• Describe how to find contextual user assistance and use the Oracle Fusion Applications help systemthe Oracle Fusion Applications help system

• Explain how role-based access secures data in Oracle Fusion Human Capital Management (HCM)

• Explain how Compensation separates duties by job role





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G tti St t d d F ti lGetting Started and Functional Setup Manager: Overview




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Lesson Objectives


• Explain the differences and similarities between the simplified and desktop user interface elements

• Perform basic navigation in the simplified user interfacePerform basic navigation in the simplified user interface

• Perform basic navigation in the desktop user interface

• Describe the purpose of Oracle Fusion Functional Setup Manager

• Create an implementation project and assign i l t ti t kimplementation tasks





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Oracle Fusion Application User Interface (UI)

• Simplified UI:– Operates on many hand-held devices and facilitates easy

access to common tasks

– Reduced features focus on the most common employee self-p yservice tasks and line manager tasks

– Same data and data model as in the desktop UI, with a simpler presentation

• Desktop UI:– Is where administrators, implementers, and managers g

perform most of their duties

Note: There is a single home page URL, which is for the simplified UI. You get to the desktop UI from tasks on the Navigator menu or by navigating to task details.





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Simplified UI: Home Page

Intuitive interface with icons for commonly-used objects

Key tasks are arranged in groups.

Sign out using the menu under

your name.

Your company can post timely and relevant news for users.





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Simplified UI: Global Area

Use the Navigator menu to go to pages in the desktop UI.

Navigator

Desktop UI pages

Note the different design here for some of the same controls, such as the icon for the Navigator menu. In the simplified UI, the icons are larger and more suitable for hand-held devices. Also note that this example is signed in as Jacob, who has different selections from


Julian in the previous example, because these two users have different roles and associated privileges.




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Simplified UI: FeaturesGlobal Area

Switch to other key tasks by selecting another icon.

More Details

S l t t f ll i f

Actions

Frequent actions show as

Select to see a full view of your current task.

Groups

Work is divided into groups where tasks are broad.

Frequent actions show as buttons so you do not have

to hunt for them.

Note: The More Details icon usually takes you to the desktop pages to perform detailed tasks. You can return to the simplified UI any time by clicking Home in the global area.





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Desktop UI

You can get to the desktop UI by clicking:

• Any item on the Navigator menu

• Any button with a double-arrow

• Any item in the Related Links section

You can return to the simplified UI by clicking Home in the global area.





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Desktop UI: Layout

Name of the work area

Global Area

Controls the content of the regional, local, and contextual areas. Consistent and persistent for all users.

Contextual Area

In specific cases, controls the content of

Regional AreaControls the content of the local and contextual areas

Local Area

The main work area that typically contains the transaction form with menus, tabs, and other controls used to complete functional

tasks.

Controls the content of the contextual area.

the local area (causing a local-area reload).

Note: Some features do not use the contextual area.





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Desktop UI: Global Area

Navigator

Shows all of the application work areas and tasks the user can access, including the

Setup and Maintenance work areaSign Out

Home

Show/Hide HelpReturns to the simplified UI Home page

The four controls in the global area that are highlighted here are the ones you use most often in this course. Note: The simplified UI also has some of these controls, but uses different icons for them.


The simplified UI also has other icons for simplified self-service tasks shown in subsequent slides.




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Global Area: More Options

Favorites and Recent Items

Lists bookmarks for easy access to business processes. Use to revisit

object details. Recent items are application-generated shortcuts to recently visited business flows or

objects.

Accessibility

Search

Notifications

Provides access to any notifications that have

been generated

Watch listSocial

Provides an easy way for users toWatch list

Provides shortcuts to items that you want to track or that

require your attention

Provides an easy way for users to create their own ad hoc collaborative groups around a project or business

artifact





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Dashboards

Dashboards provide the following:

• Information summaries: View of the big picture as well as prioritization

• Information monitoring: Quick action and furtherInformation monitoring: Quick action and further exploration

The main dashboard is the Welcome dashboard, which is a collection of dashboards. In addition, two other types are available:

• Transaction dashboards contain content that is core to one• Transaction dashboards contain content that is core to one or more business processes.

• Business intelligence (BI) dashboards contain content that is complementary to one or more business processes.





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Welcome Dashboard

Tabs that appear are based on the user’s roles

Note: The dashboard shown here has been customized for demonstration purposes. The provisioned desktop UI Welcome page on your company’s environment will look different.





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Functional Setup Manager: Overview

Oracle Fusion Functional Setup Manager is an application that provides an end-to-end guided process for managing your functional implementation projects throughout the entire implementation life cycle.

Steps in the implementation cycle:

1. Analyze implementation requirements, design, setup, and plan the overall implementation using Getting Started.


p e e tat o us g Gett g Sta ted

2. Configure applications to match your business requirements by using Configure Offerings.

3. Generate setup task lists by using Manage Implementation Projects.

4. Enter setup data by using Assigned Implementation Tasks.

5. Export and import setup data from one Oracle Fusion Applications instance to another using Manage Configuration Packages.g g g g

6. Maintain setup over time by searching and performing tasks from All Tasks.




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Job Roles with Functional Setups Duty

The delivered job roles with the Functional Setups Duty are:

• Application Implementation Manager

• Application Implementation Consultant

• Human Capital Management Application Administrator• Human Capital Management Application Administrator

• Product-specific job roles referred to as functional users

Implementation and HCM Application Administrator Job Role Details

Application Implementation Manager

U ith thi j b l t i ll ibl f i ll i l t ti f


Users with this job role are typically responsible for managing overall implementation of Oracle Fusion applications.

They have access to:

• Getting Started

• Configure Offerings

• Manage Implementation Projects

• Manage Configuration Packages

Application Implementation Consultant

This is a superuser job role for Functional Setup Manager with access to all setup functionality. Users with this role can fulfill all aspects of the implementation life cycle.

• Getting Started

• Configure Offeringsg g

• Manage Implementation Projects




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• Assigned Implementation Tasks

• Manage Configuration Packages

• Export and Import

All Tasks• All Tasks

This role is usually granted sparingly to a limited number of individuals and is mostly used during smaller projects such as conference room pilots.

Human Capital Management (HCM) Application Administrator

This job role has access to all of the HCM setup tasks. It is typically used when implementing multiple applications within and across Oracle Fusion product families.

Example: HCM users with this job role set up common objects owned by HCM, such as departments and jobs.




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Functional Users

• Functional users are the subject matter experts from the lines of business and are responsible for managing the setup data of their specific functional areas.

• Functional users have job roles that include Functional Setups Duty or the equivalent product-specific setups duty.

• You can assign Functional Setups Duty to other job roles according to your business requirements.

Functional users have access to these Setup and Maintenance work area tabs:

• Assigned Implementation Tasks from where they can perform the tasks assigned to them


t e

• All Tasks where they can search and perform tasks to which they have access to maintain setup over time




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Implementation Project

An implementation project is the list of setup tasks that are required for implementation of specific offerings and related functional areas.

Create an implementation project by selecting one or more offerings and functional areas.

Task lists are annotated by folders with their related tasks, or other task lists, displayed as follows. An asterisk (*) indicates that a task or task list is required.


follows. An asterisk ( ) indicates that a task or task list is required.

Implementation Project Table Column Details

The Implementation Project page includes the following table columns.

• Go to Task: Opens a task page that is assigned to you.

• Status: Displays the current status of the task. The status of a task or task list can be:

- Not Started

- In Progress

- Completed

- Execution Frozen

- Completed with errors

• Predecessor Tasks: If any task list or task requires that another task be completed first, the other task is listed as a predecessor task. The name of the predecessor task is displayed when the mouse is over the number in that column. If there are multiple predecessor tasks, all are listed.




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• Assigned To: Displays the user or role to which the task is assigned

• Notes: If there are notes associated to the task, a number is displayed. Clicking the number displays the note window.

• View Reports: Click the icon to see any of the reports available for the task list.




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Assigned Implementation Tasks

Functional users with assigned setup tasks are responsible for performing those tasks to enter appropriate setup data. When these users sign in to Functional Setup Manager, they start on the Assigned Implementation Tasks tab of the Overviewpage.

Performing Tasks

Functional users click the Go to Task icon button for the task to open the task page from which they enter and manage setup data.


which they enter and manage setup data.

When you complete and close the task, Functional Setup Manager returns you to the list of assigned implementation tasks, where you can continue to perform other assigned implementation tasks.

User permission is always validated

The user’s granted permission—at functional and data levels—is fully validated before the user is allowed to enter setup data.user is allowed to enter setup data.




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Instructor Practices

• Creating an Implementation Project

• Assigning Implementation Tasks

Using the activity guide, your instructor does the specified practices 3-1 and 3-2 to create the Compensation Demo project.





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Practice

• 3-1: Creating an Implementation Project

• 3-2: Assigning Implementation Tasks

Using your activity guide, do the specified practice.





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Summary

In this lesson, you should have learned how to:

• Explain the differences and similarities between the simplified and desktop user interface elements

• Perform basic navigation in the simplified user interfacePerform basic navigation in the simplified user interface

• Perform basic navigation in the desktop user interface

• Create an implementation project

• Assign implementation tasks





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D fi W kf St tDefine Workforce Structures




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Lesson Objectives

After completing this lesson, you should be able to describe the employment model.





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HCM Employment Models: Overview

Oracle Fusion HCM applications offer the choice of two employment models:

• Two-tier

• Three-tierThree tier

The tier at which salary is held affects where you see a worker’s salary record when looking at their employment record.





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Employment Models

Three-Tier Employment Model

• This model comprises three types of entities:– Work relationships

– Employment terms– Employment terms

– Assignments

Two-Tier Employment Model

• This model comprises two types of entities:– Work relationships

– Assignments

Available Three-Tier Options

• Single Employment Terms with Single Assignment

• Single Employment Terms with Multiple Assignments


• Single Employment Terms with Multiple Assignments

• Multiple Employment Terms with Single Assignment

• Multiple Employment Terms with Multiple Assignments

For all three-tier employment models, one set of employment terms and a single associated assignment are created automatically when you create the work relationship.

Available Two-Tier Options

Si l A i• Single Assignment

• Single Assignment with Contract

• Multiple Assignments

For all two-tier employment models, one assignment is created automatically when you create the work relationship.




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Three-Tier, Single EmploymentTerm Employment ModelsTerm Employment Models

Single and Multiple Assignments

Both three-tier options have one set of employment terms for each work relationship.

Multiple Assignments: Additional assignments can belong to the employment terms or exist outside of them.


outside of them.




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Three-Tier, Multiple Employment Terms Employment ModelsEmployment Models

Single and Multiple Assignments

For these options, each work relationship can contain one or more sets of employment terms. Additional assignments can belong to employment terms or exist outside them.

• Single assignment: Each set of employment terms can contain a single assignment.


S g e ass g e t ac set o e p oy e t te s ca co ta a s g e ass g e t

• Multiple assignments: Each set of employment terms can contain one or more assignments.




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Two-Tier, Single Assignment Employment Model

Each work relationship of any type has one assignment only.





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Two-Tier, Single Assignment with Contract Employment ModelEmployment Model

You can include contract information in the single assignment, which enables those legislations that require contract information in employment records to meet their obligations without having to use a three-tier employment model.


Note: Including contract information in the assignment is optional.




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Two-Tier, Multiple Assignments Employment ModelEmployment Model

• Each work relationship of any type can include one or more assignments.

• Additional assignments are optional and are createdAdditional assignments are optional and are created manually.





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Salary Records in Employment Models

The tier at which salary is held affects where you see a worker’s salary record when looking at their employment record.

Salary and variable compensation should be held at the same employment tier for each worker. For each legal employer, you can configure the default level at which to hold salary.

Note: Salary for multiple assignments held at the assignment level is not summed up to


Note: Salary for multiple assignments held at the assignment level is not summed up to display a salary at the employment terms level.




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Quiz

The three-tier employment model consists of which types of entities?

a. Assignments

b Contractsb. Contracts

c. Employment terms

d. Work relationships

e. All of these entities

f. None of these entities

Answer: a, c, d





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Quiz

The two-tier employment model consists of which types of entities?

a. Multiple assignments

b Multiple assignments with contractb. Multiple assignments with contract

c. Single assignment

d. Single assignment with contract

Answer: a, c, d





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Quiz

Salary is summed on the employment terms level when salary is held on the assignment level and there are multiple assignments.

a. True

b. False

Answer: b





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Summary

In this lesson, you should have learned how to describe the employment model.





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D fi Eli ibilit P filDefine Eligibility Profiles




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Lesson Objectives

After completing this lesson, you should be able to create:

• Derived factors

• Eligibility profiles





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Defining Eligibility: Overview





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Terminology for Defining Eligibility

• Eligibility Profile

• Eligibility Criteria

• Derived Factors

• Restrict Eligibility

• Eligibility profile: Define criteria used to determine whether a person qualifies for a compensation object.

• Eligibility criteria: Add different types to an eligibility profile. For many common criteria,


g b ty c te a dd d e e t types to a e g b ty p o e o a y co o c te a,such as gender or employment status, you canselect from a list of standard criteria values.

• Derived factors: Define how to calculate eligibility criteria that change over time, such as length of service and age.

• Restrict eligibility: Associate an eligibility profile with different kinds of compensation objects to restrict eligibility:

- Individual and workforce compensation plans

- Total compensation statements




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Demonstration

Managing Eligibility Profiles






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Managing Derived Factors

Derived factors typically change with time.

For each factor that you create, specify one or more rules about how eligibility is determined.

Depending on the derived factor, you can also specify settings, such as:

• Unit of measure for time or monetary amounts


• Unit of measure for time or monetary amounts

• Rounding rules

• Minimums and maximums

Age• Age to Use: Generally you select each person’s birth date to calculate the age criterion

as of the determination date.

• Determination Rule: Specify the day on which to evaluate the person’s calculated age for eligibility.Example: If the determination rule is set to the first of the year, then the person’s age as of the first of the year is used to determine eligibility.




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Length of Service

Define a range of values and rules for calculating an worker's length of service.

Example: You define a set of length-of-service bands to determine eligibility for bonuses. Each band is a separate derived factor.

Compensation

Define a range of values and rules for calculating an worker’s compensation amount.

Example: You create a set of compensation bands to determine eligibility for stock options. Each band is a separate derived factor.

Full-Time Equivalent

Specify the minimum and maximum full-time equivalent percentage and whether to useSpecify the minimum and maximum full time equivalent percentage, and whether to use the primary assignment or the sum of all assignments when evaluating eligibility.

Example: The percentage range is 90 to 100 percent for the sum of all assignments. A person who works 50 percent of the time on two different assignments is eligible.




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Demonstration

Managing Derived Factors






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Planning and Prerequisites for Eligibility Profiles

Before you create an eligibility profile you must first create any objects that you will associate with it.

When you create an eligibility profile, use names that identify the criteria being defined, rather than the object with which the profile is associated to make reuse easier.

Example: Use Exclude UK rather than Stock Eligibility Profile


Example: Use Exclude UK rather than Stock Eligibility Profile




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Setting the Eligibility Profile Definition

When you create an eligibility profile:

• Select Compensation as the usage.– Usage determines the type of objects with which the profile

can be associated.ca be assoc a ed

• Select Specific Assignment as the assignment to use for workforce compensation and individual compensation plans.

Assignment to Use• For workforce compensation plans, the specific assignment evaluated for eligibility is the

assignment selected in the Assignment to Use field in the Plan Details task of plan


assignment selected in the Assignment to Use field in the Plan Details task of plan setup.

• For individual compensation plans, the specific assignment is passed to eligibility evaluation processing from the context of the assignment selected during person search.

• For total compensation statements, only the person ID is passed to eligibility processing. Select one of the following values:

- Any assignment – enterprise

- Employee assignment only – enterprise

- Primary employee assignment only – enterprise




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Defining Eligibility Criteria

Criteria defined in an eligibility profile are divided into types.

Criteria Types• Personal: Includes gender, person type, postal code ranges, and other person-specific

criteria


criteria

• Employment: Includes assignment status, hourly or salaried, job, grade, and other employment-specific criteria

• Derived factors: Includes age, compensation, length of service, hours worked, full-time equivalent, and a combination of age and length of service

• Other: Includes miscellaneous and formulas

• Related coverage: Includes criteria based on whether a person is covered by, eligibleRelated coverage: Includes criteria based on whether a person is covered by, eligible for, or enrolled in other benefits offerings

Some criteria, such as gender, provide a fixed set of choices. The choices for other criteria, such as person type, are based on values defined in tables. You can define multiple criteria for a given criteria type.




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Excluding, Sequencing, Adding,and Viewing Criteriaand Viewing Criteria

• Do not combine include and exclude criterion in a single profile—create one profile for each type of criterion.

• You must assign a sequence number to each criterion.– The sequence determines the order in which the criterion is

l t d l ti t th it i f th tevaluated relative to other criteria of the same type.

• When you use multiple criteria of the same criteria type, you are building an OR statement.

• Use the View Hierarchy tab to see a list of all criteria that you have saved for this profile.– The list is arranged by criteria type.g y yp

Excluding from Eligibility

For each eligibility criterion that you add to a profile, you can indicate whether persons who meet the criterion are considered for or are excluded from eligibility


meet the criterion are considered for, or are excluded from, eligibility.

Example: A length of service factor can include workers with at least 10 years of service, or exclude workers with less than five years of service. If you exclude certain lengths of service, then all lengths of service not explicitly excluded are automatically included. Similarly, if you include certain lengths of service, then lengths of service not explicitly included are automatically excluded.

Adding Multiple Criteriag p• If you define multiple values for the same criteria type, such as grades admin1

through admin3 and admin5 through admin6, a person must satisfy at least one of the criteria to be considered eligible, so a person with the admin4 grade would not be eligible.

• If you include multiple criteria of different types, a person must meet at least one criterion defined for each criteria type. When you use criteria from different criteria types,

b ildi AND t t tyou are building an AND statement.




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Practices

• 5-1: Creating the Min 1 Year of Service Derived Factor

• 5-2: Creating the FTE Eligibility Profile

• 5-3: Creating the Min 1 Year Eligibility Profile

Using your activity guide, do the specified practices.





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Quiz

Which do you create first?

a. Derived factors

b. Eligibility profiles

Answer: a





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Quiz

Given that eligibility profiles are reusable, what kinds of names should you use?

a. Names that identify the criteria being defined

b Names that identify the object with which the profile isb. Names that identify the object with which the profile is associated

Answer: a

Example: Use Exclude UK rather than Exclude UK from Stock.





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Quiz

For ease of implementation, you should combine include and exclude criteria in the same eligibility profile.

a. True

b Falseb. False

Answer: b

Reminder: Create separate profiles—one for include criteria and one for exclude.





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Summary

In this lesson, you should have learned how to create derived factors and eligibility profiles.





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D fi El t B l d F lDefine Elements, Balances, and Formulas




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Lesson Objectives


• Describe fast formula types for compensation

• Create payroll earnings and deduction elements





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Managing Fast Formulas

• Fast formulas enable you to extend compensation functionality to obtain non-standard results.

• Formulas are pieces of code that can:– Receive information from calling programsReceive information from calling programs

– Access database information

– Return values to the calling program

The calling program can use this information to modify the processing functionality.





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Customized Fast Formulas

Use delivered formula types to create customized formulas when existing rules or parameters are not enough.





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Formula Types and Components

• Workforce Compensation Formula Types– Compensation Currency Selection

– Compensation Default and Override

– Compensation Hierarchy DeterminationCompensation Hierarchy Determination

– Compensation Person Selection

• Total Compensation Statement Formula Type– Total Compensation Item

Workforce Compensation Formula Types• Compensation Currency Selection: Determines the currency associated with a

workforce compensation component


workforce compensation component

• Compensation Default and Override: Determines the default values populated in a column for a workforce compensation plan

• Compensation Hierarchy Determination: Determines the hierarchy for an associated workforce compensation plan when predefined hierarchies are not adequate

• Compensation Person Selection: Determines whether a person is selected for an associated workforce compensation plan when you run the Start Workforce Compensation Cycle process. Use when existing selection parameters are not adequate.

Total Compensation Statement Formula Type• Total Compensation Item: Retrieves compensation information that is not stored in

the other predefined compensation item source types used to create compensation it f di l i t t t t iitems for display in statement categories




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Formulas are created using various components. The person in your organization who develops formulas must understand formula language, the rules that the application imposes on the formula, and the calculation requirements.




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Database Items for Formula Types

• Database items related to Person, Assignment, Salary, and Element Entries are available for:– Compensation Default and Override

– Compensation Hierarchy Determinationp y

– Compensation Currency Selection

– Compensation Person Selection

• No database items are available for Total Compensation Item.

Additional Information

Each formula type is documented with the formula contexts, database items, inputs, return variables and a sample formula Use the sample formula as a model to create your own


variables, and a sample formula. Use the sample formula as a model to create your own formula.

For more detailed information about compensation formula types, in Oracle Fusion Applications Help, search for: formulas for workforce compensation plans.

For more information about fast formulas, see the Oracle Fusion Using Fast Formula Guide.




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Demonstration

Viewing Formula Types Documentation






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Managing Payroll Elements: Overview

• Elements are building blocks that help determine the payment or distribution of:– Base pay

– Other compensationp

– Deductions

• For compensation, you can define earnings and deduction elements, such as:– Salary

– Bonuses– Bonuses

– Allowances

– Voluntary deductions

Elements are required for individual and workforce compensation plans, whether you use Oracle Fusion Global Payroll or some other payroll application.

Payroll Definitions supply the pay period frequency and end dates. You must define a


Payroll Definitions supply the pay period frequency and end dates. You must define a payroll definition to use elements for compensation.




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Element Templates

The element template incorporates all of the components that are required for payroll processing.





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Element Component Definitions

Classification

Provides element controls, such as taxation and processing sequence

I t V l


Input Values

Defines values that hold information to calculate an element’s payroll run result

Eligibility

Determines rules that indicate which workers are eligible for an element. (Sometimes called element link.)

Processing Rulesocess g u es

Defines how rules apply to the results that the element formula returns

Formulas

Specifies the calculation used to enter and process elements

Balances

Accumulates result totals over a period of time




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Delivered Elements and Element Templates

• Predefined elements:– Cannot be modified

– Example: Taxation elements

• Create elements using element templates:Create elements using element templates:– The provided template depends on the primary and

secondary classification selections.

– Templates include questions to define components for the element, such as:

— Balances

— Balance feeds

— Processing formulas

If the delivered element does not meet your requirements, you can create a new one.





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Element Component: Example

This figure shows an example of an earnings element for hourly wages with the value for each component in italics.





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Demonstration

Viewing Element Components






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Element Input Values

• These are used with calculations to process an element.

• An element can have unlimited input values.– Examples: Hours Worked and Hourly Rate

• Compensation uses either Amount or Rate• Compensation uses either Amount or Rate.

• Default value:– Automatically populates for the applicable workers after

awarding the compensation

– A regular default is used only to provide an initial value and has no further impact on an entry even if the default valuehas no further impact on an entry, even if the default value changes.

• Minimum and maximum values:– Use them together or independently.

The setup of the element and its input values directly affects what entry values you can enter for the element. Depending on the element setup, you can:

• Provide an entry value manually


o de a e y a ue a ua y

• Use a default value

• Use a formula

When you define a base pay payroll element, you specify an input value that holds base pay on a worker’s element entry.

• For base pay salary, the input value is Amount.

• For hourly wages the input value is Rate• For hourly wages, the input value is Rate.

When you define a payroll element for individual and workforce compensation plans, you elect to display the Amount input value for the element, which holds the awarded compensation for the plan.




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Element Entries

• The record controlling a worker’s receipt of an element– Includes the period of time for which the worker receives the

element and its value

• Defined input values are included in the element entry p yrecord– The compensation amount or rate is written to the input

value on the element entry for the compensation element.

• Durations are either Recurring or Nonrecurring.

Compensation element entries are created automatically from the salary records and compensation awards, both of which are covered later in this course.

Duration for Entries


Duration for Entries

If an element is:

• Recurring, such as salary, the element entry will occur each pay period

• Nonrecurring, such as overtime pay, you must enter the entry value every pay period, for the element to be paid to a worker

Note: When not using Oracle Fusion Global Payroll or setting up and assigning payrolls, you can select Recurring even for nonrecurring payments In that case all end of yearyou can select Recurring even for nonrecurring payments. In that case, all end of year amounts appear in the recurring payments area in compensation history.

Allowing Multiple Entries

If an hourly worker’s time must be reported separately to distinguish between projects or cost centers for which the worker worked, then define the regular and overtime hour entries to allow multiple entries.

Elements such as bonuses might be limited to one entry per pay periodElements such as bonuses might be limited to one entry per pay period.




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Element Eligibility Criteria

• All payrolls or specific payrolls

• Payroll statutory unit

• Legislative data group

• Grade

• Groups to which the person belongs

• PositionLegislative data group

• Employment category

• Payroll relationship type

• Department in which the person works

Position– A class of job performed

in a particular organization

– Example: Associate Professor of Chemistry

• Location of person’s office

• Job– Example: Associate

Professor or Secretary

y

You can assign eligibility criteria to the element that workers must have to qualify for receiving entries of the element.

Set up all of the groups that are appropriate for your enterprise.


Set up all of the groups that are appropriate for your enterprise.

Example: You decide to group persons by company within a multi-company enterprise, and by union membership.

You can define more than one eligibility criteria for each element as long as there is no overlap between or among them.

Example: You want to give a production bonus to only those persons who work full time in Production and are on the weekly payroll. To create the eligibility for the Production BonusProduction and are on the weekly payroll. To create the eligibility for the Production Bonus element, set up eligibility with the combination of the:

• Production department

• Full-time assignment

• Weekly payroll

You can specify input value rules and costing rules for specific eligibility rules.




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Note: Some criteria may not be available depending on the level at which the element is attached.

Example: Involuntary deductions are attached at the payroll relationship level, so criteria for all payrolls or specific payrolls do not apply.all payrolls or specific payrolls do not apply.

Element Eligibility Versus Compensation Plan Eligibility

Although you can specify eligibility on both the element and the compensation plan, the best practice is to manage all of your eligibility in one place. For elements that you associate with individual and workforce compensation plans, eligibility is typically determined by eligibility profiles associated with the plans, as they have the richest functionality.

Important: When creating elements you must specify eligibility If you are managingImportant: When creating elements, you must specify eligibility. If you are managing eligibility with eligibility profiles, name the element eligibility record and save it without selecting any eligibility criteria—this leaves element eligibility open.




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Balance Feeds

• Balances accumulate results totals over timeand are fed by one of the following:– Whole classifications of elements

– Individual elements

• You cannot select balances that are fed by classifications.

Input Values That Feed Balances

Select the input value that you want to use to feed the balance.

N t Th li t di l ll th i t l d fi d f th l t Wh l t


Note: The list displays all the input values defined for the element. When you select an input value, its unit of measure appears.

• To feed a balance with the element’s direct run result, select Pay Value.

• You can use an element to feed as many balances as you require.

Additional Information

For more detailed information about compensation balance feeds, on the Help menu, select Applications Help. On the Oracle Fusion Applications Help browser tab, search for balance feeds.




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Element Classification Types

• Primary– Determine the type of element that you are creating, such as:

— Balances that reflect tax legislation, for taxable classifications

— Basic costing options, which classify elements as costable or g ydistributable

• Secondary– Subsets of the primary classifications, which you use to

define withholding rules

• Subclassifications– Elements can have multiple subclassifications

– Use predefined subclassifications or create your own.

– After you associate a subclassification with a classification, you cannot associate it with another classification.

Classifications determine the processing order and the balance feeds for elements. They are predefined based on requirements for each legislative data group. Elements can belong to three types of classifications. While elements can have only one primary classification


and one secondary classification, they can have multiple subclassifications.

Primary Classifications

They are predefined and not editable. Oracle Fusion Compensation includes these primary classifications for the United States legislation:

• Standard Earnings, such as salary or wage

• Supplemental Earnings, such as bonuspp g ,

• Voluntary Deductions, such as Red Cross

Some countries use different names and do not necessarily use the same set of classifications.

Example: The US does not use Social Insurance, and many countries will see Prestatutory Deductions instead of Pretax Deductions.




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Secondary Classifications

There are several predefined secondary classifications, which cannot be edited.

Example: For compensation, secondary classifications of Standard Earnings for the United States legislation include Regular and Regular not worked.

Note: Additional elements may be automatically created based on the rules associated with the primary and secondary classifications. When you search for and select your element, you see the related withholding or other elements that start with the same name as the element that you create.

Subclassifications

Example: Within a US legislation, subclassifications for Standard Earnings are Di bl I Ali d St d d P i Pl Eli ibl WDisposable Income Alimony and Standard Pension Plan Eligible Wages.




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Deductions and Deduction Elements

• Deduction– An object that consists of a set of rules and usually one or

more related elements

• Deduction element– A type of element that is associated with a deduction

– The deduction specifies the rules and rates to use when calculating the deduction amount.

When you create a deduction element, the element template automatically:

• Creates all of the input values, indirect rules, and deduction components for calculations


ca cu a o s

• Associates the element with the appropriate deduction calculation component so that it can access those rules and rates for calculating the deduction amount




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Voluntary Deductions

• Retirement plans

• Loans

• Charitable donations

• Benefits

• Union

• Employer reimbursements

• Employee stock purchase plans (ESPP)• Benefits plans (ESPP)

Workers elect to have an amount that they stipulate deducted from their checks.





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Demonstration

Creating an Element






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Compensation Elements and the Employment Modeland the Employment Model

Create element entries at various employment levels.

• Best Practice: Create salary and individual compensation elements at the same level.





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Elements and the Employment Level

• Employment Terms Elements– Typically salary, if the elements vary based on the

employment terms

– Processed multiple times in the run, once for each pemployment term

• Assignment Elements– Typically salary, overtime, and bonuses

– Vary from one assignment to another, based on time and monetary units enteredy

– Processed multiple times in a run, once for each assignment

The storage level configured for the legal employer determines the employment level of the salary element. Create elements for individual compensation at the same employment level as the salary


element.

Note: If the selected salary basis frequency is Payroll period, the element must be defined at the terms level.




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Practices

• 6-1: Creating the Bonus Earnings Element

• 6-2: Creating the International Red Cross Deduction Element

• 6-3: Creating the Annual Salary Earnings Element6 3: Creating the Annual Salary Earnings Element

• 6-4: Creating the Hourly Earnings Element






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Quiz

You can use formulas instead of the existing application code to obtain non-standard results where compensation provides the formula types.

a. True

b. False

Answer: a





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Quiz

Element classifications determine the questions asked on the element template and the formulas generated for an element.

a. True

b Falseb. False

Answer: a





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Quiz

Which of these components do you always create manually when defining an earning or deduction?

a. Balances and balance feeds

b Formulab. Formula

c. Element eligibility

d. Input values

Answer: c





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Summary

In this lesson, you should have learned to:

• Describe fast formula types for compensation

• Create payroll earnings and deduction elements





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D fi d M B PDefine and Manage Base Pay




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Lesson Objectives

After completing this lesson, you should be able to create:

• Grade rates

• Salary bases





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Grade Rate: Overview

Grade rates specify compensation amounts associated with each grade in the rate.

Grade rates typically serve only as a guideline to validate that the salary you propose during the compensation process for a worker on a certain grade is appropriate for the worker’s grade.


Compensation can be a range of minimum, maximum, and mid-point amounts or a fixed value.




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Demonstration

Managing Grade Rates






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Validating Salary Using Grade Rates

If both of the following are true:

• Grade rates are linked to the salary basis

• The workers’ grades are associated with the grade rate that is associated with the salary basisthat is associated with the salary basis

Then:

• Salaries are validated using the grade rates

• Compa-ratios and salary range positions are calculated using the defined grade minimum and maximum amounts

Example: Using Grade Rate to Validate Salary

The grade rate range for grade A1 is 30,000.00 USD to 50,000.00 USD. An assignment record for a worker indicates that the worker is:


record for a worker indicates that the worker is:

• In grade A1

• Has a salary of 40,000.00 USD

The worker’s salary is within the grade rate range, so no warnings are issued. If the worker’s manager or a human resource (HR) specialist changes the worker’s salary to 55,000.00 USD, a warning is issued that the new salary is outside of the salary range.




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Practice

7-1: Creating a Grade Rate






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Salary Terminology

• SalarySalary is a generic term that corresponds to a worker’s base pay (including hourly wage) and is further defined by a worker’s salary basis.

• Salary BasisEach worker is assigned a salary basis, which defines characteristics of the worker’s base pay. You must have one for every salary record, regardless of where the salary is stored, assignment or employment terms tier.

Note: A single database table stores historical, current, and future salary records.





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Salary Basis: Overview

The figure shows that the salary basis assigned to each worker holds the:

• Legislative data group (LDG)

• Payroll element and input value which determine element currency and help feed the


• Payroll element and input value, which determine element currency and help feed the salary to payroll

• Frequency, which determines the compensation frequency of the amount sent to payroll and stored as salary

• Salary components (optional) to itemize allocations

• Annualization factor used to calculate annualized salary

• Grade rate (optional) which provides the salary range for metrics and salary validation• Grade rate (optional), which provides the salary range for metrics and salary validation




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Salary Basis

Restrictions:

• You must create a separate salary basis, with a unique descriptive name for each unique combination of the salary basis attributes.

• After associating a salary basis with any worker, you cannot delete it or modify it.

Tip: To match the salary basis frequency to the payroll frequency, select Payroll period frequency on the salary basis. Be sure to define the associated payroll element at the terms level and also assign workers to a payroll.





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Demonstration

Managing Salary Basis






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Legislative Data Groups (LDGs)

• Legislative data groups arecountry-specific or legal payrolldata partitions.

• Typically, there is one LDG percountry, but you can have more.

• Restriction: You cannot sharesalary bases across LDGssalary bases across LDGs.

The payroll element choice list is dynamically generated based on the LDG that you select.





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Associating a Payroll Element with a Salary Basis

• You can associate only recurring elements:– Classified as earning or information

– Defined at either of these levels andin the same legislative data group

— Assignment

— Employment terms

– Defined with element eligibility

– With Automatic Entry not selectedfor both the element and its eligibility

• You must select one of these inputvalues for the element:– Amount

– Rate

For each salary basis, select a single existing payroll element to hold base pay earnings.

Note: Payroll handles other earnings (such as overtime) with different payroll elements.

You can use the same payroll element in more than one salary basis if it meets these


You can use the same payroll element in more than one salary basis, if it meets these requirements:

• Is a recurring earnings element

• Is configured to allow multiple entries in the same period

• Is configured for the same legislative data group

You might use the same payroll element when two salary bases with the same frequency use different grade ratesdifferent grade rates.

Example:

• Headquarters-based grades have base pay of X.

• Grades for all other locations have base pay of X - 2 percent.




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Payroll Element and Input Value

The salary basis holds the payroll element for base pay. When you define a base pay payroll element, you specify an input value that holds base pay on a worker’s element entry.

• For base pay salary, the input value is Amount.


o base pay sa a y, t e put a ue s ou t

• For hourly wages, the input value is Rate.

When you enter or update a base pay amount for a worker, the application creates or updates the base pay element entry for that person. The monetary amount or rate passed to the element entry is the salary value in the worker’s salary information held on the assignment or employment terms.

Examplesp

• If the salary basis frequency is Annually, the amount passed to the element entry is an annual amount.

• If the salary basis frequency is Hourly, the amount of the element entry is the hourly rate.




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The payroll run detects and processes the element entry for the worker in the current payroll period. The element’s formula:

• Converts the input value amount on the element entry to the appropriate payroll period amount

• Multiplies the input value hourly rate by the number of hours reported for the payroll period.

The resulting base pay earnings appear on the payslip for the element associated with the salary basis.




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Base Pay Frequencies

Frequency is the period of time in which a worker’s base pay is stored and quoted:

• Hourly

• MonthlyMonthly

• Annually

• Payroll period

A worker who has multiple assignments or employment terms on different payroll frequencies requires a different salary basis associated with each assignment or employment term.

To match the salary basis frequency to the payroll frequency, select the Payroll period


To match the salary basis frequency to the payroll frequency, select the Payroll periodfrequency on the salary basis.




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Annualization Factors

• Annualization factor:– The multiplication factor used to convert base pay at the

selected frequency to an annualized amount.

• Annualized amount:– Shows how much a worker would be paid over a year, at the

current rate

– Is stored in the salary record

– Appears on compensation transaction pages

Default Annualization Factors for the Standard Frequencies

You can override these default values.

Annually: 1


• Annually: 1

• Monthly: 12

• Hourly: No default value.Enter the number of hours in work year to multiply by the hourly rate to calculate annualized salary.Example: If the basis is hourly for an organization that works 8 hours per day and 5 days in a week, then the annualized salary is calculated as 8 hours x 5 days x 52 weeks = , y y2080 hours.

• Payroll Period: Not available.The period type on the payroll linked to the worker's employment terms determines annualization. Be sure that the associated payroll element is defined at the terms level.




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Group Discussion: Annualizations

Do you use different annualizations? For example, some countries annualize over 13 months instead of 12.





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Salary Components: Overview

You can set up the salary basis to include change reasons that enable itemization of salary and salary adjustments by entering amounts or percentages for one or more of these components:

• Merit

• Cost of Living

• Adjustment

• Market

• Structured

• Equity

• Promotion

• Location

• Progression

You can extend this list if you want to:

• Add more values to it

• Remove any of the standard values


• Remove any of the standard values

Tip: Component itemization is for informational purposes only. When component values change, the payroll element holds the new salary value calculated from the component adjustment. Individual component values are not sent to payroll for processing.

Choose How Components Display When Adjusting Salary

To configure the use of salary components during salary entry or adjustment, choose from the following options:following options:

• Do not use components.

• Select specific components to display to managers and professionals during allocation.

• Allow managers and professionals to select components during allocation.




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Example of Component Usage

Salary bases for monthly paid workers in the US may include the following components:

• Merit

• Promotion

• Adjustment components

So, a 4,000 USD salary adjustment for a worker may be itemized in the following way:

• Merit: 6 percent

• Promotion: 4 percent

• Adjustment components: 2 percent




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Salary Components

• The lookup type to use to customize salary components is CMP_SALARY_COMPONENTS.

• To view or update salary component lookups:1 In the global area Administration menu select Setup and1. In the global area Administration menu, select Setup and

Maintenance.

2. In the Search: Tasks pane, search for and go to the Manage Common Lookups task.

3. On the Manage Common Lookups page, search for the CMP_SALARY_COMPONENTS lookup type.





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Grade Rates

Optionally, associate one existing grade rate with a salary basis to validate salaries.

• Only grade rates valid for the selected legislative data group are available.

• Grade rate currency must match salary basis currency (inherited from payroll element input).


put)

• Grade rate is required on the salary basis for calculated metrics to appear on the transactional pages.

Tip: The frequency of the grade rate does not have to match the frequency of the salary basis.

Example: You can attach a grade rate defined with a monthly frequency to a salary basis with an annual frequency.q y

Managers and compensation professionals get warning message if they enter a total salary amount that is outside of the relevant range specified in the grade rate.




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Troubleshooting Tips

Salary metrics (such as minimum and maximum salary range values) do not show on salary transactional pages if:

• No grade rate is assigned to the salary basis

• The person associated with the salary basis does not haveThe person associated with the salary basis does not have a grade

• The person has a grade that is not included in the grade rate associated with the salary basis

To help you determine how many different salary bases you require, if you are using grade rates, identify in how many different currencies you are defining your grade rates.





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Questions to Help Determine Required Salary BasesRequired Salary Bases

• How many different frequenciesfor quoting base pay are in use?

• Do any of the frequencies havemultiple annualization factors?p

• How many legislative datagroups (LDGs) are there?

• How many different currencies areused in payroll elements for each LDG?

• Do you want to use the same payroll element for different• Do you want to use the same payroll element for different salary bases?

• Do you want to itemize salary into components?

• How many different grade rates do you require?

You must define a separate salary basis for each unique combination of the values in the salary basis definition page. This list helps you identify the variations in setup that require unique salary basis definition.





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Group Practice: Determining Salary Bases Group Analysis

Using the activity guide, do the specified group practice.





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Practices

• 7-2: Creating the Annual Salary Basis

• 7-3: Creating the Hourly Rate Salary Basis

• 7-4: Creating the Hourly Rate Salary Basis with ComponentsComponents

• 7-5: Assigning Salary Basis






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Group Discussion

• How many salary bases might you require in your enterprise?

• What are the distinguishing factors?





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Work Areas Used to Manage Base Pay

• Line manager– Manager Resources Dashboard

– Person Gallery

• HR specialistHR specialist– Person Gallery

– Person Management

• Compensation manager– Compensation





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Entering and Adjusting Salaries

Tasks by Role and Business Process

Role Manage Base Pay Administer and Manage Workforce Compensation


Manage Individual Base Pay Records

Override Manager Allocations, or Act as Proxy

Line Manager Manage Individual’s Base Salary, View Salary History

Allocate Salary, View History

HR Specialist Manage Individual’s Base NoneSpec a s a age d dua s aseSalary, View Salary History

o e

Line managers can award compensation in a variety of business flows and work areas. Compensation managers and HR specialists can perform the same tasks for administrative, oversight, and troubleshooting purposes.


Compensation managers and HR specialists can:

• View a worker’s salary basis and change it, subject to security and other constraints

• Adjust base pay by adjusting amount, percentage, compa-ratio, or other salary factors

• Enter multiple salary adjustments in a single transaction

- Salary adjustments made in the same transaction cannot have the same start date, but this enables you to enter future-dated salary adjustments for a person.date, but this enables you to enter future dated salary adjustments for a person.

• View salary history, as well as graphical analysis of current and new salary, including salary growth rate

• View future salary changes and update the approved salary record with the latest effective dateNote: This task is limited to compensation manager and HR specialist roles.




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Adjusting Salaries and Salary Basis

A worker’s salary basis generally remains constant. However, if a worker is promoted from an individual contributor to a manager, the salary basis might require change from hourly to annual. Or a union contract amendment might mandate itemizing a worker's pay rate, requiring change from an hourly salary basis that does not use components to an hourlyrequiring change from an hourly salary basis that does not use components to an hourly salary basis that uses components.




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Salary Change Approvals

These approval workflow tasks are delivered:

• ChangeSalaryApprovalTask

• ChangeSalaryApprovalFYITask

The actionable Change Salary Approval task has rules with default details such that the task applies to all salary changes, it uses two levels of the Supervisory list builder, and requires a response from the current approver.


You can configure rules based on thresholds, such as:

• Salary change percentage

• Salary change amount

• Current and new compa-ratio, grade, or job

For example, you can create a rule that routes salary approvals when the change from the current salary to the new one exceeds 10 percent using this IF statement:current salary to the new one exceeds 10 percent using this IF statement:

• Task.payload.getSalaryApprovalValuesResponse.result/value.newChangePercent more than 10.00.

Note: These approval flows do not apply to workforce compensation.




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The informational task is only for notification and has no rules.

You can change:

• Event-driven configuration, such as assignment and routing policies, expiration and escalation policies and notification settings for all tasksescalation policies, and notification settings for all tasks

• Data-driven configuration rules that determine routing for actionable tasks

• For more information about approvals in compensation see the Compensation Approval Tasks: Explained help topic.




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Demonstration

Managing Person Salary






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Practice

7-6: Adjusting Salaries






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Editing Salaries in the Integrated Workbook

• Generate the integrated Microsoft Excel workbook, populated with the salary information that matches your download parameters.

• Use the integrated workbook to edit the salary information.g y

• Upload your changes into the application database.

Basic Process for Downloading Salaries

Edit salary by providing a salary change percentage or amount.

Generate and populate the workbook


• Generate and populate the workbook.

• Edit workbook data.

• Upload edits.

• Resolve errors.

Repeat these steps as many times as required to accommodate revisions.




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Instructor Practice

Editing Salaries in the Integrated Workbook

Using the activity guide, your instructor does the specified practice.





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Line Manager: Simplified User Interface

Users with the Line Manager role can also see the My Team, Team Compensation, and Team Talent icons.

My Team

Managers can view the portraits of their direct and indirect reports, initiate actions for their workers access reports analytics and other related links that take them to the Oracle Fusion


workers, access reports, analytics, and other related links that take them to the Oracle Fusion pages.

Team Compensation

Managers can view the salary and compensation details of their workers, view analytics, and navigate to the Oracle Fusion pages to perform further actions.

Team Talent

Managers can view the performance and goals information of their workers, view related analytics, and navigate to the Oracle Fusion pages linked from here.




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Demonstration

Team Compensation and My Details






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Manager Resources Dashboard: Compensation (Line Manager)Compensation (Line Manager)

Note: Clicking a name opens the Person Gallery for that person.





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Person Gallery: Compensation(Line Manager and HR Specialist)(Line Manager and HR Specialist)

Line managers can search for and act on workers that report to them.

Search for and select a worker, and then use the Actions section to manage their salary.

A manager can also view the worker’s My Portrait tab, which includes the worker’s compensation card with a snapshot of the worker’s current salary and also


compensation card with a snapshot of the worker s current salary and also allows compensation actions.

From the Person Gallery or My Portrait, if you take an employment action such as transferring or promoting a worker, you can change the worker's salary as part of that transaction in the Actions section.




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Person Management: Manage Salary(HR Specialist)(HR Specialist)

Give the worker a salary adjustment and view salary analytics as well as compensation history.

After selecting the Manage Salary action or task, the Manage Salary tab appears displaying the selected worker’s salary record.





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Compensation Work Area(Compensation Manager)(Compensation Manager)

Access all tasks to manage compensation for workers.

Compensation managers can use the Manage Salary task to update any records. Any changes made from this work area are immediately committed and do not require approval.

Note: You can also enter and adjust salaries using workforce compensation plans as well as


Note: You can also enter and adjust salaries using workforce compensation plans as well as during HR transactions for hiring, transferring, and promoting workers.

You can see a history of the changes made to the selected worker’s salary as well as all the details associated with each salary record.




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Quiz

Linking grade rates to a salary basis provides salary change validation.

a. True

b Falseb. False

Answer: a





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Quiz

The annualized amount shows how much a worker would be paid over a year, at current rate.

a. True

b Falseb. False

Answer: a





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Quiz

You can share salary bases across legislative data groups.

a. True

b. False

Answer: b





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Quiz

You can use the same payroll element in more than one salary basis, if it is a recurring earnings element and configured to allow multiple entries in the same period.

a. True

b. False

Answer: a





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Quiz

Select all of the statements that are true for associating an existing grade rate with a salary basis.

a. The grade rate and salary basis currency must match.

b The grade rate is not required for calculated metrics tob. The grade rate is not required for calculated metrics to appear on transactional pages.

c. The grade rate and salary basis frequencies do not have to match.

d. All of these statements are true.

N f th t t t te. None of these statements are true.

Answer: a, c• The grade rate and salary basis currency must match.

Reminder: These values are inherited from the payroll input element


- Reminder: These values are inherited from the payroll input element.

• The grade rate and salary basis frequencies do not have to match.

- Reminder: You can attach a grade rate defined with a monthly frequency to a salary basis with an annual frequency.




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Quiz

When component values change, the new component values are sent to payroll for processing.

a. True

b Falseb. False

Answer: b

Reminder: The payroll element holds the new salary value calculated from the component adjustment


adjustment.




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Quiz

When itemizing salary, if the components are different, then you must have a separate salary basis for each unique combination of salary components.

a. True

b. False

Answer: a





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Summary


• Create grade rates and salary bases

• Adjust salaries





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D fi d M I di id l C tiDefine and Manage Individual Compensation




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Lesson Objectives


• Create individual compensation and contribution plans

• Configure compensation history

• Award individual compensation• Award individual compensation

• Manage personal contributions





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Actions: Overview

• Actions:– Track changes to Human Capital

Management (HCM) records

– Examples: Changes to employment,p g p yassignment, or salary records

• Action types:– Identify the type of business process associated with the

action

– Determine what happens when you select an actiony

• Action reasons:– Optionally, associate actions with reasons

– Use the information for analysis and reporting purposes

Actions

When you create or update HCM records, the action identifies the cause of the creation or change and determines the path that you take through the employment flow


change and determines the path that you take through the employment flow.

Examples of employment-related actions: Assignment Change, Transfer, and Termination.

Action Types

If you are creating a new action, you must associate the action with any one of the standard action types.

Example: The Hire an Employee action type is associated with the Hire action by default.

• Create an additional action Hire Part-Time and associate it with the Hire an Employeeaction type.

This causes your action to appear in the actions list on the Hire an Employee page.

• Users can select the Hire Part-Time action when hiring part-time workers, instead of the standard Hire action.

Action Reasons

Example: Predictions of voluntary termination are based on existing data from terminated work relationships, and the action and reason details are particularly useful.




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Using Actions with Individual Compensation

Additional actions available are:

• Manage Individual Compensation for manager-administered plans

M C ib i f k d i i d l• Manage Contributions for worker-administered plans

Using Actions with Workforce Compensation

One action (Allocate Workforce Compensation) and ten action reasons are provided to use with workforce compensation plans. You can extend this list to add additional actions and reasons.




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Demonstration

Managing Actions and Action Reasons






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Individual Compensation Plans: Overview

• Define compensation that managers can award to individual workers outside of the regular compensation cycle.

• Create plans that workers use to manage personal p g pcontributions.

Awards can be:

• One-time payments, such as spot bonuses

• Recurring payments where worker is compensated periodically such as car allowance


• Recurring payments, where worker is compensated periodically, such as car allowance

Payroll contributions can be to:

• Savings plans

• Charitable contribution type plans

Associate eligibility profiles to determine a set of workers eligible for the specific plan and control plan availability using HR actions.




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Plan Options

• Each plan must have at least one option with associated:– Payroll element details

— Communicate the payment or distribution details to the payroll processing application.

– Optional eligibility requirements— Limit who is eligible for the plan.

• You can associate:– Each option with only one payroll element and input value

– Each payroll element with only one plan and optionp y y p p

Examples

• A company car plan has options consisting of different compensation amounts for each vehicle model.


e c e ode

• A spot bonus plan has options consisting of different fixed monetary amounts.

When you set up the payroll element, you configure input values that determine:

• Compensation information that managers must enter when they award compensation under the plan

• Data that workers must enter when managing their own contributions in a plan

• Default values that aid managers or workers with data entry• Default values that aid managers or workers with data entry

Example: Configure input value to enter vehicle mileage when issued for company car plan.




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Link Individual Compensation Plans to Workforce Compensation Budget Poolto Workforce Compensation Budget Pool

• Enable managers to track off-cycle and on-cycle awards from the same Workforce Compensation budget pool.

• When they allocate individual compensation they can see:– Amounts given from the linked individual compensation planAmounts given from the linked individual compensation plan

– How those amounts reduce a manager’s workforce compensation budget





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Dates, Eligibility Profiles, and Instruction Text

• DatesSelect from standard data rules that:

– Specify when plan payments start (and end for recurring compensation), such as next payroll start datep ) p y

– Derive start or end date using a formula

– Enable the manager or worker to enter start or end date

• Eligibility profiles– Control in which compensation plans or options a worker is

entitled to participateentitled to participate

• Instruction textUse a rich text editor to:

– Compose instructions for associated managers and workers

– Include hyperlinks to relevant documents and websites

Dates

Deriving start or end date using a formula is discussed in the lesson titled “Define Elements, Balances and Formulas”


Balances, and Formulas .

Eligibility Profiles

You can attach eligibility profiles to a plan, an option, or both.

Example:• Attach a profile to a company car plan to include only the Sales department.• Attach other profiles to vehicle model options to restrict luxury models to only executive

positionspositions.

Restriction: If adding multiple profiles, you must mark at least one as required.

Compensation eligibility evaluation processing also uses criteria defined on the element to determine whether a person is eligible for a compensation plan.




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Plan Access Restrictions

• Control the situations in which an individual compensation plan is available for allocations or contributions by a line manager or worker.

• Regulate a user’s ability to create, update, or discontinue g y , p ,plan allocations or contributions.

• Determine whether to restrict plan access and specify restriction details by action.





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No Access Restriction

If you do not restrict access, plans become available:

• To line managers and workers

• In all pages where individual compensation or personal contributions can be managedcontributions can be managed

There are very few situations where you would not restrict access to a plan.

Warning: Use with caution to avoid granting workers access to manager plans.

Example: If you do not restrict bonus plan access, individual workers can manage the bonus plan for themselves, from their portrait.


plan for themselves, from their portrait.




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Options for Restricting Access by Action

• Specific HR Actions– Select one or more HR actions in which this plan should be

available to the line manager or HR specialist for eligible workers during the corresponding HR transaction.

• Manage Individual Compensation– Make the plan available to line managers in the Manager

Resources Dashboard or Person Gallery.

– Select other HR Actions.

• Manage Contributionsg– Make a worker contribution plan available to eligible workers

from their portraits.

• All– Make the plan available for all actions in list.

Specific HR Actions

Example: Add a transfer action to a moving allowance plan to make it available when transferring a worker


transferring a worker.

Manage Individual Compensation

If you select other HR actions and do not select this option, the plan would be available to the manager only within the selected HR action transaction, such as a promotion transaction.

Manage Contributions

Warning: Do not select any additional actions for the worker contribution plan.

All

It is similar to not restricting access, except that you can specify access details that apply to all actions.

Warning: Use this option with caution; both workers and managers have access to the plan.




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Compensation Plan Allocation Access Level

• For each selected action, restrict access separately for creating, updating, and discontinuing allocations.

• Define access time periods for each allocation access level:– Always allowed

– Never allowed

– Allowed during specified period

Example: Allow workers to enroll in a plan only during November of each year by specifying monthly date range in each year for the new allocations access level.





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Demonstration

Managing Individual Compensation Plans






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Questions to Help You Design Individual Compensation PlansIndividual Compensation Plans

• How many different plans do you need?

• How many options do you need per plan?

• How many legal employers are there?

• In how many currencies are workers paid?• In how many currencies are workers paid?

• What are the eligibility requirements for each plan?

• When can compensation be awarded for the first time, updated, or discontinued?

• For what HR Actions will the plan be available?Examples:– Severance plan is available for Termination action– New Hire Bonus plan is available for New Hire action

How Many Options Do You Require

You must set up a separate payroll element for each option in the plan.

At what employment level will you set up payroll elements?


• At what employment level will you set up payroll elements?

• What eligibility will you set up at the element eligibility level?

• What input values do you want to display in the award window—such as amount, targets, minimums, and maximums?




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Group Discussion

• What are some of the individual compensation plans you might use in your enterprise?

• Would you need multiple options on your plans?





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Managing Individual Compensation and Personal Contributionsand Personal Contributions

Role Standard Tasks Work Areas


Manage Individual

Compensation

Line Manager Manager Resources Dashboard

Variable Compensation, View History

DashboardPerson Gallery

HR Specialist Person GalleryPerson Management

Worker Enroll and Manage Personal Contributions

My PortraitPersonal Contributions

Line managers can award compensation in a variety of business flows and work areas. Compensation managers and HR specialists can perform the same tasks for administrative, oversight, and troubleshooting purposes. They can:


• Award ad hoc bonuses, allowances, and other compensation

• Initiate and update recurring payments

• View a worker’s compensation history to help determine if an award is deserved and to view past award amounts




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Managing Compensation

Use the Manage Compensation task (or action) to view and allocate off-cycle compensation to workers.

Whether you can enter start and end dates for the award is based on plan configuration.

The Details section attributes are displayed based on how the input values are defined for the payroll element linked to the plan.


payroll element linked to the plan.

Note: You can update and delete an award while in the transaction or update compensation not yet paid.




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Variable Allocation Approvals


• VariableAllocationTask

• VariableAllocationFYITask

The actionable Variable Allocation task has rules with default details such that the task applies to all allocations, it uses two levels of the Supervisory list builder, and requires a response from the current approver.


The informational task is only for notification and has no rules.

You can change:

• Event-driven configuration, such as assignment and routing policies, expiration and escalation policies, and notification settings for all tasks


Note: These approval flows do not apply to workforce compensationNote: These approval flows do not apply to workforce compensation.

For more information about approvals in compensation see the Compensation Approval Tasks: Explained help topic.




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Practices

• 8-1: Creating the Spot Bonus Payroll Element

• 8-2: Creating the Rail Public Transportation Allowance Payroll Element

• 8-3: Creating the Bus Public Transportation Allowance8 3: Creating the Bus Public Transportation Allowance Payroll Element

• 8-4: Creating the Public Transportation Allowance Plan

• 8-5: Creating the Spot Bonus Plan

• 8-6: Creating the International Red Cross Plan

• 8-7: Awarding Public Transportation Allowance and Spot Bonus

• 8-8: Approving the Public Transportation Allowance and Spot Bonus

• 8-9: Managing a Charitable Contribution



g g




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Introducing Compensation History

• Compensation history is available for various HCM business process flows.

• Overview displays up to five years of compensation history and is organized into four sections.g

Overview Section Description

Salary Displays a history of base pay changes

Stock History Displays worker’s data available in the stock history table

Other Compensation Displays the history of compensation that is paid using element entries

Recurring Payments Displays the compensation paid on a regular basis (such as car allowance) using element entries





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Configuring Compensation History:Automatic and ManualAutomatic and Manual

• Automatically IncludedCompensation history automatically retrieves:

– Salary category: Base pay history from salary table

– Stock category: Stock share grants from stock tableStock category: Stock share grants from stock table

• Manually Configure– Add other compensation and recurring payments on the

Manage Compensation History page by selecting:— Desired payroll elements

— Examples: Spot Bonus or Regional Sales Car Allowancep p g

— Relevant corresponding input value configured for the element

Payroll element definition automatically:

• Supplies remaining data

Element and reporting names


- Element and reporting names

- Country and LDG

• Determines history category based on recurrence of payroll element




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Demonstration

• Viewing Compensation History

• Adding Elements to Compensation History






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Quiz

For which business object must you select an action and optional action reason that are associated with all salary and assignment records when you transfer data to HR after the cycle is complete?

a. Base pay

b. Individual compensation plan

c. Workforce compensation plan

Answer: c





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Quiz

Which business object do you associate with specific actions to make it available in the HR flow for that action?

a. Base pay

b Individual compensation planb. Individual compensation plan


Answer: b





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Quiz

For which business object do you associate an action and optional action reason with each salary change?

a. Base pay

b Individual compensation planb. Individual compensation plan


Answer: a





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Quiz

Each individual compensation plan must have at least one plan option.

a. True

b Falseb. False

Answer: a





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Quiz

You can associate each payroll element with multiple individual compensation plans and plan options.

a. True

b Falseb. False

Answer: b





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Quiz

You can derive individual compensation plan start and end dates using formulas.

a. True

b Falseb. False

Answer: a





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Quiz

You can attach eligibility profiles to:

a. Plans

b. Options

c Bothc. Both

d. Neither

Answer: c





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Quiz

If you do not restrict access, plans become available:

a. To line managers and workers

b. In all pages where individual compensation or personal contributions can be managedcontributions can be managed

c. For all of these users and pages

d. For none of these users and pages

Answer: c





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Quiz

Compensation History automatically retrieves data for which history elements:

a. Other Compensation

b Recurring Paymentsb. Recurring Payments

c. Salary

d. Stock

e. All of these history elements

f. None of these history elements

Answer: c, d





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Summary


• Create individual compensation and contribution plans

• Configure compensation history

• Award individual compensation• Award individual compensation

• Manage personal contributions





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M W kfManage Workforce Compensation Plans: Overview




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Lesson Objectives


• List the main features and capabilities of Oracle Fusion Workforce Compensation

• Describe the global settings for all plansDescribe the global settings for all plans





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Workforce Compensation

Workforce Compensation Worksheet





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Key Features and Capabilities

• Facilitate review cycles for global organizations, such as:– Annual focused review cycles– Annual review cycles based on anniversary of hire

• Allocate multiple types of compensation.oca e u p e ypes o co pe sa o• Manage budgets at the manager level or the individual

worker level.• Create models to automatically determine worker

allocations, budget amounts, and targets.• View performance ratings and rate performanceView performance ratings and rate performance.• Promote workers. • Review and approve work of lower managers.• Analyze allocations using online reports.• Generate compensation change statements.





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Compensation Plan: Important Design Choices

To begin, you must decide how many compensation plans you require and what types.

Then, you must decide whether to:

• Enable one or more componentsEnable one or more components

• Integrate with Oracle Fusion Performance Management

• Enable budgets and, if so, how to manage them

• Enable modeling

• Override the default access

• Enable currency switching

• Generate worker statements

• Notify and alert managers





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Decision Points

These are some of the questions to consider when planning compensation plans:

• Who is eligible for the plan?

• Who should have access to the setup administrator andWho should have access to the setup, administrator, and worksheet pages?

• What does the reporting hierarchy look like?

• What types of compensation are being allocated?

• What are the budgeting requirements?

• What are the cycle timing requirements?

• What do you want the worksheet to look like?

• Where does the data come from and how do we display it?





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Decision Points

• Do you use performance ratings while allocating compensation?

• How much discretion and control do managers have?

• How do you want to keep managers informed?How do you want to keep managers informed?

• How do you communicate awards and promotions to workers?

• Do you want primary line managers to delegate workers to another manager for review?





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Demonstration

Introducing Workforce Compensation






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Global Settings

Global settings affect all workforce compensation plans in the enterprise and override plan-level settings.

They are grouped into the following categories:

• GeneralGeneral

• Notifications

• Watch list

• Stock

• Task pane





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Configuring Global Settings

• General– Information applicable to all plans:

— Modeling

— Manager switchingg g

— Click to edit in the worksheet

• Notifications– Send to affected managers or approvers when certain

actions occur. Choices are:— Always send

— Prompt manager

— Disable notification

— Enable or disable approvals notifications.





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• Watch List– Defines how plan and budget status information appears on

the welcome page. Applies to all workforce compensation plans.

• Stock– Define default market price for awards. Price is used in:

— Workforce compensation plans

— Total Compensation Statements

• Task Pane– Define and rename the page titles and the task pane group

headings in the Workforce Compensation work area.— Enable or disable task.

— Define the number of objects shown.





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Managing Workforce Compensation Approval TasksCompensation Approval Tasks


• Worker eligibility changes

• Worker reassignments on the worksheet

Task Rules Rule Default Details

Hierarchy Levels

Notification

ChngEligTask Yes Supervisory list builderResponse required

One Level Actionable

Ch Eli FYI N NA NA FYIChngEligFYI No NA NA FYI

RsgnWorkerTask Yes Supervisory list builderResponse required

One Level Actionable

RsgnWorker FYI No NA NA FYI

You can change:

• Event-driven configuration, such as assignment and routing policies, expiration and escalation policies, and notification settings for all tasks


esca at o po c es, a d ot cat o sett gs o a tas s


For more information about approvals in compensation see the Compensation Approval Tasks: Explained help topic.




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Demonstration







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Group Discussion

• What factors would you consider in setting up different types of compensation plans?

• When would you want to configure settings across all compensation plans?p p





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Defining Workforce Compensation

Tasks you complete to set up workforce compensation plans:





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Summary


• List the main features and capabilities of Oracle Fusion Workforce Compensation

• Describe the global settings for all plansDescribe the global settings for all plans





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C fi W kfConfigure Workforce Compensation Plan Foundation




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Lesson Objectives


• Create a workforce compensationplan and add plan details

• Associate an eligibility profile withAssociate an eligibility profile witha plan

• Create a plan cycle and define datesrelated to the cycle

• Configure currency

C fi l• Configure plan access

• Enable managers to give feedbackat the end of a compensation cycle





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Managing Compensation Plans

Plans are the basis for all workforce compensation setups.

• Manage Compensation Plans– Create new plans.

– Duplicate existing plans– Duplicate existing plans.

– Import and export plans.

– Delete plans.

– Edit existing plans.

– View plan status.

D fi W kf C ti T k Li t• Define Workforce Compensation Task List– Go to tasks.

– See setup status.

– Tasks do not need to be completed in order, but some tasks are dependent on others.





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Demonstration







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Plan Details

Configure the basic details that control the high-level workings of the plan.

Display Order

This is the order in which you want the plan to appear in relation to other plans.

Plans with a display order of 1 through 5 appear in the task pane under the Manage Plans


Plans with a display order of 1 through 5 appear in the task pane under the Manage Plans grouping.

Frequency

It is used to calculate the adjusted salary when salaries are paid in different frequencies.

Managers can view and compare all salaries in the same frequency when hourly, monthly, and annually paid workers are included in the same plan.

Annualization Factor

It is used to convert base pay in the selected frequency to an annualized amount.

Example: Multiply monthly salary by a factor of 12 to calculate the annual salary amount.

Plan Description

An optional description to display in a window when managers select a plan from their list of available plansp




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Employment Record to Use

Determine:

• Employment records evaluated by the Start Compensation Cycle process

Whi h d d d i th ti l• Which records are used during the compensation cycle

Plan Status

• You can run the Start Compensation Cycle process for active plans.

Note: Inactive plans cannot be processed.

Hierarchy Type

Determines:

• Route the worksheets take to get to the highest level approver

• How budgets are pushed down the organization when using manager level budgeting

• How budgets roll up when using worker level budgeting

• Workers that appear on each manager’s worksheet

Note: We do not use the position hierarchy type.

A ti d A ti RAction and Action Reason

They are associated with all salary and assignment records when you transfer data to HR after the cycle is complete.

One action and ten action reasons are delivered. Extend this list to add additional actions and reasons.




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Demonstration

Configuring Plan Details






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Group Discussion

What factors would you consider when you add details to different types of compensation plans?





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Plan Eligibility

• Eligibility profiles determine theworkers that are eligible for acompensation plan.

• Link only participant eligibilityy p p g yprofiles with a profile usage ofCompensation or Global to acompensation plan or component.

• Include ineligible workers on the worksheet if you want managers to see both eligible and ineligible workers on g g gtheir worksheets.

Eligibility Profiles

To be eligible, participants must satisfy:

All required profiles


• All required profiles

• At least one optional profile, if optional profiles are associated with the plan




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Demonstration

Configuring Plan Eligibility






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Plan Cycles

A plan can have multiple compensation cycles, each with unique period dates.

• Create plan cycles and configure all the dates related to the plan cycle.p y

• You can duplicate a cycle and specify the number of months to advance all dates.





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Configuring Plan Cycles

Define the following plan cycle dates:

• Evaluation period start and end dates

• Plan access start and end dates

• Worksheet update period start and end dates• Worksheet update period start and end dates

• HR data extraction date

• Eligibility determination date

• Currency conversion date

• Performance rating dateg

• Promotion change date

• Default due date

Evaluation period start and end dates

• Period in which you evaluate workers for compensation

Plan access start and end dates


Plan access start and end dates

• Period in which managers can see active plans in read-only mode

Worksheet update period start and end dates

• Period in which managers can update active plans

HR data extraction date

• Date on which the application initially extracts person and assignment data from HR and places it in the compensation tables for use during the compensation cycle

Eligibility determination date

• Date on which the application evaluates workers’ records for eligibility

Currency conversion date

• Date on which the application obtains conversion rates from the GL daily rates table used to convert monetary amounts into different currencies




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Performance rating date

• Date to use for compensation performance ratings

• Use the same date in multiple plans to share compensation performance ratings between those plans

P ti h d tPromotion change date

• Date on which job, grade, and position changes take effect

• Use the same date in multiple plans to share promotions across plans.

Default due date

• Date by which all worksheets are to be submitted

• Displayed to managers on the Approvals tab

• Informational only




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Demonstration

Configuring Plan Cycles






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Plan Currency

• Set the corporate currency and default display currency for the plan.

• Enable managers to switch among currencies when you are compensating a global workforce and workers are paid p g g pin multiple currencies.

When currency switching is enabled, managers can view and allocate amounts in:

• Each worker’s local currency

• The corporate currency


• The corporate currency

• A preferred currency

Currency switching is for display purposes only:

• Approved awards are posted in each worker’s local currency.

• If using budgets, budgets are managed in the corporate currency.




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Demonstration

Configuring Plan Currency






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Plan Access

Override the default access by manually choosing the roles that have access to a plan.

• Access restrictions override the general access given to each role.

• Limit who can access the plan from the Workforce Compensation or Compensation work areas to only those roles set up on this page.

• Roles that are not allowed to update have view-only accessaccess.

Plan access is specific to each plan. If other plans should have restricted access, you must configure the access for each plan.

When you enable plan access, all roles have no access by default. You must add roles to


When you enable plan access, all roles have no access by default. You must add roles to grant access to the Compensation and the Workforce Compensation work areas.

For example, you will likely want to add the Line Manager role to the Workforce Compensation work area and the Compensation Manager role to the Compensation work area.

Roles with no update access can only view information.




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Configuring Plan Access

Work Areas

• Workforce compensation plans are accessed and managed from two work areas:– CompensationCompensation

– Workforce Compensation

Default Access for Roles

• Compensation Manager

• Compensation Administrator

Compensation is the work area where plans are administered.

• Example pages:

Setup


- Setup

- Plan and Worker Administrative

- Processing

Workforce Compensation is the work area where managers:

• Budget

• Allocate compensation

• Manage models

The Compensation Manager job role has default access to:

• Administer Workers pages, to view and update worker information

• Manage Global Models page

• Worksheet from the Workforce Compensation work area

• Administrative reports to analyze results of compensation cycles• Administrative reports, to analyze results of compensation cycles




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The Compensation Administrator job role has default access to:

• All setup pages

• Manage Active Plans page

• Run Batch Processes page

• Configure Global Settings page




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Demonstration

Configuring Plan Access






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Feedback Survey

Optionally request that managers provide feedback when they submit their worksheets.

Line managers can:

• Provide feedback immediately after they submit theirProvide feedback immediately after they submit their worksheets for approval

• Access the survey from the Take Actions list on the Compensation Plans page

Compensation managers view the feedback in a report.

Rating the Compensation Cycle

Request that managers provide an overall rating of the compensation cycle by:


Request that managers provide an overall rating of the compensation cycle by:

• Enabling the ratings you want to use

• Configuring the rating labels that managers see

• Providing instructions

Survey Questions

Ask up to five questions that you want managers to answer when they submit their worksheets.




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Demonstration

Configuring Feedback Survey






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Practices

• 10-1: Creating a Compensation Plan

• 10-2: Configuring Plan Details

• 10-3: Configuring Plan Eligibility

• 10 4: Configuring Plan Cycles• 10-4: Configuring Plan Cycles

• 10-5: Configuring Plan Currency

• 10-6: Configuring Feedback Survey






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Quiz

To be eligible for a plan, a worker must satisfy only one required eligibility profile.

a. True

b Falseb. False

Answer: b

False. To be eligible, participants must satisfy all required profiles and at least one optional profile if optional profiles are defined


profile, if optional profiles are defined.




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Quiz

Which plan cycle date is informational only?

a. HR data extraction date

b. Eligibility determination date

c Currency conversion datec. Currency conversion date

d. Performance rating date

e. Default due date

Answer: e





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Quiz

Approved awards are posted in which currency?

a. The worker’s local currency

b. The corporate currency

c The department currencyc. The department currency

Answer: a





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Quiz

The compensation administrator has default access to what compensation work area pages?

a. All setup pages

b The Manage Active Plans pageb. The Manage Active Plans page

c. The batch processing pages

d. All of these pages

e. None of these pages

Answer: d





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Quiz

A feedback survey is optional.

a. True

b. False

Answer: a





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Summary


• Create a workforce compensationplan and add plan details

• Associate an eligibility profile withAssociate an eligibility profile witha plan

• Create a plan cycle and define datesrelated to the cycle

• Configure currency

C fi l• Configure plan access

• Enable managers to give feedbackat the end of a compensation cycle





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C fi W kf C ti B d tConfigure Workforce Compensation Budgets




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Lesson Objectives

After completing this lesson, you should be able to:• Enable budgeting and create two budget pools

• Define budget page layout





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Budgeting: Overview

Budgeting is optional. If you choose to enable it, you create one or more budget pools and link them to particular compensation components. You can:

• Have separate budgets for each componentp g p

• Link a budget to more than one component

Note: You can hide a budget pool from managers, but allow administrators to see when acting as proxy.





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Budget Pools

Budget pools consist of:

• Budgeting method

• Budget storage method

• Budget publishing• Budget publishing

• Budget units

• Over-allocations for budgets and compensation

Budgeting Method

Distribute the budget at the manager or worker level.

Manager Level Budgeting


• Manager Level Budgeting

- Higher level managers distribute budgets to lower level managers.

• Worker Level Budgeting

- Line managers allocate budgets to individual workers.

- The sum of all individual worker budgets determines a manager’s overall budget.

Budget Storage Method

Amount

• Manager’s budget does not change when workers move to another manager’s worksheet or a workers eligible salary changes.

Percentage

• Manager’s budget changes dynamically when workers are reassigned between worksheets, lose or gain eligibility, or eligible salary changes., g g y, g y g




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Budget Publishing

Automatically publish budgets to all managers when the compensation cycle is started.

Budget Units

Default value for budgets is Monetary.g y

Select non-monetary units for nonmonetary compensation plans, such as stock allocations.

Over-Allocations for Budgets and Compensation

Allow managers to:

• Budget more to their lower managers than was budgeted to them and set a maximum percentage over budget

• Allocate more compensation to workers than was budgeted to them and set a maximum• Allocate more compensation to workers than was budgeted to them and set a maximum amount that can be over-allocated




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Demonstration

Introducing Budgeting






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Group Discussion

What factors would you consider in setting up different types of budget pools?





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Budget Page Layout

For each budget pool, you configure how the Budget Details page appears to the line manager.

Budget Display

• Configure the budget page for each budget pool.

• Optionally, import the configuration from one budget pool in one plan into another budget pool in a different plan.





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Budget Page Layout

Select and configure the columns you want to appear on these pages:

• Allocate Budgets

• Worker List


• Worker List




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Configuring Budget Page Layout

• Summary and Details

• Configure Column Properties

• Worker List

• Actions• Actions

• Instructions

Summary and Details

Select the columns that you want displayed in the Budget Summary section and Detail Table for the selected budget pool. You can:


for the selected budget pool. You can:

• Disable and enable columns

• Rename columns

• Change the order in which the columns appear

Refresh the column preview to see the:

• Columns displayed

O d i hi h h• Order in which they appear

Note: If you configure the budget pool to automatically publish, for the budget distribution amount or percentage columns on the Details tab or the Worker List tab, you must enter a percentage or amount to automatically publish. Enter the information on the Default Values tab of the Properties dialog box for the column.




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Configure Column Properties

Configure column properties for the Summary, Detail Table, and Worker List columns.

The number of tabs and the associated options available on the dialog box vary depending on the type of column you are configuring.

G l C fi th di l d t f d t• General: Configure the display and storage of data.

• Default Values: Specify settings that control the default values displayed in the budget sheet.

• Information: Add informational text about the column.

- The text appears when managers hover over a Help icon that appears after the column header.

Worker List

Configure the Worker List page the same way you configure the summary and detail table.

The availability of the Budget Amount and Budget percentage columns changes depending on the budget method for the budget pool:

• Enabled and updateable for a Worker Level Budgeting method

• Disabled for a Manager Level Budgeting method

Actions

Enable actions you want managers to be able to perform when managing their budgets. These actions are:

• Separate from the worksheet actions

• Specific to the budget

InstructionsInstructions

You can add text or hyperlinks to appear at the top of the budgets page.




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Demonstration

Configuring Budget Page Layout






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Practices

• 11-1: Configuring Budget Pools

• 11-2: Configuring Budget Display






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Summary

In this lesson, you should have learned to:• Enable budgeting and create two budget pools

• Define budget page layout





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C fi W kfConfigure WorkforceCompensation Worksheets




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Lesson Objectives


• Enable components and createtwo components

• Enable and configureEnable and configureperformance ratings

• Add an alternate approverhierarchy to your plan

• Enable worker statements andselect a statement groupselect a statement group

• Enable predefined alerts andconfigure a custom alert

• Configure worksheet tabs andhow they appear on the worksheet





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Compensation Components

Create up to five components to represent the different types of compensation you want to award within a plan.

Types of Components

They can be the same type, such as salary components:

• Examples:


• Examples:

- Merit

- Cost of living

Or, they can be different types:

• Bonuses

• Stock options




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Configuring Compensation Components

Budget Pools

• Linked to a component

• One primary component for budgeting

• Eligibility requirements• Eligibility requirements

Local Currency Determination

Determines:

• From where each worker’s local currency is obtained

• In what currency compensation is posted y p p

Budget Pools• Link a budget pool to a component to track worker allocations against that budget.

• When multiple components share the same budget pool one component must be a


• When multiple components share the same budget pool, one component must be a primary component for budgeting.

• If each component has different eligibility requirements, the total of eligible salaries of the eligible population of the primary component is used for budgeting.

Local Currency Determination

For Salary Components

Th b t ti i t S l B i C th t l dj t t t t• The best practice is to use Salary Basis Currency so that salary adjustments post to each worker's salary record in the same currency as their base salary record.

For Lump Sum Payments• The best practice is to use Element Input Currency so that the currency used to pay the

bonus matches the input value currency used to pay it.




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Configuring Compensation Components

Configuration Considerations

• Component number refers to the set of component columns you configure for the worksheet layout.

• Display order determines the order in which componentsDisplay order determines the order in which components appear in the summary table of the worksheet.

• Local currency determination determines how approved awards are posted to salary records or to payroll when you use multiple currencies.





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Demonstration

Configuring Components






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Performance Ratings

If you consider performance ratings when allocating compensation, you can use performance ratings in the worksheet in the following ways:

• Display ratings from Oracle Fusion Performance p y gManagement.

• Rate workers during a workforce compensation cycle.

• Use Both Performance Management Ratings and Compensation Ratings.

Display Performance Management Ratings

• Display performance ratings given in Performance Management.

• Provide access to the full performance document from within the worksheet


• Provide access to the full performance document from within the worksheet.

• Select the performance document template, the performance period to make available, and whether to display only completed ratings or ratings in any status.

• Update overall performance rating, overall goal rating, and overall competency rating in the worksheet.

Note: Ratings updated in Performance Management automatically update in the worksheet and vice versa.and vice versa.

Rate Workers Within Workforce Compensation

• Managers rate workers as they allocate compensation.

• Ratings are used within only the current compensation plan and cycle.They are not transferred to HR or Performance Management.

• Select a rating model to use, edit an existing rating model, or create a new one.

• Select the method to rate performance by:• Select the method to rate performance, by:

- Selecting the rating from a list of values

- Designating the number of stars to represent the worker’s rating




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Use Both Performance Management Ratings and Compensation Ratings

• Display both ratings in the worksheet.

• Use both as a point of comparison.




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Demonstration

Configuring Performance Ratings






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Approvals

Specify the timing when managers:

• Approve their lower managers’ worksheets

• Submit their worksheets for approval

Alternate Manager Approval HierarchyAlternate Manager Approval Hierarchy

• Create an alternate manager approval hierarchy that overrides the plan hierarchy for specific line managers.

Note: The hierarchy type defined for the plan determines the approvals hierarchy.

Create an alternate manager approval hierarchy if you want approvals to occur:

• In a different sequence


• In a different sequence

• By different people




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Configuring Approvals

Approval Mode: Identifies when managers can approve their lower managers’ worksheets

• Options are:– Approve anytimeApprove anytime

– Manager must first submit

Submit Mode: Identifies when managers can submit their worksheets

• Options are:S b it ti– Submit anytime

– All managers must be approved





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Alternate Approver Hierarchy: Bypassing Final ApproverBypassing Final Approver

In this example, the alternate approver hierarchy is at the end of the approval process, bypassing the final approver.

Carlos, the CEO, does not want to see or approve the final worksheet. After Sara submits her worksheet, you want it to go to the HR manager.





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Alternate Approver Hierarchy: Bypassing Final ApproverBypassing Final Approver

This image shows how you build the alternate approver table that corresponds to this final approval flow diagram.





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Alternate Approver Hierarchy: Overriding Rest of HierarchyOverriding Rest of Hierarchy

In this example, the alternate approver hierarchy is in the middle of the standard hierarchy, and overrides the rest of the hierarchy.

James reports officially to Vijay, however James’s entire team did a special project for Lakshmi most of the past year.:

1. Sara wants Lakshmi to review and approve the compensation for James’s team.


Sa a a ts a s to e e a d app o e t e co pe sat o o Ja es s tea

2. After Lakshmi approves James’s worksheet, it can go directly to HR for processing.




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Alternate Approver Hierarchy: Overriding Rest of HierarchyOverriding Rest of Hierarchy






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Alternate Approver Hierarchy: Returning to Standard HierarchyReturning to Standard Hierarchy

In this example, the alternate approver hierarchy is in the middle of the standard hierarchy, and returns to the standard hierarchy.

James reports officially to Vijay, however James’s entire team did a special project for Lakshmi most of the past year.

Sara wants:


Sara wants:

1. Lakshmi to review and approve the compensation for James’s team

2. To approve the worksheet after Lakshmi is finished




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Alternate Approver Hierarchy: Returning to Standard HierarchyReturning to Standard Hierarchy






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Instructor Practice

Configuring Approvals






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Compensation Change Statements

They enable managers to generate compensation statements for their workers by associating a plan with a statement group.

• Make different sets of statements available for different plans or plan periods.p p p

• Specify the statement timing and output format.





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Configuring Compensation Change Statements

• Statement Group– A set of related templates used to generate compensation

change statements available within the same plan

• Statement Templatesp– Available to managers who are associated within the plan

• Predefined Templates

Statement Group

Create as many statement groups as you want but associate only one with a plan.

Example: Create three templates in different languages, add the three templates to a


Example: Create three templates in different languages, add the three templates to a statement group, and add the statement group to a plan.

Statement Templates

The templates are created as RTF files.

You can:• Download and preview already uploaded templates• Upload new templatesp p• Download, modify, and upload existing templates

Predefined Templates• All Attributes Template: Contains a list of all the attributes that you can include in your

statement template• Compensation Change Statement: Is a sample template

Note: You can search for the White Paper Workforce Compensation Configuring the St t t T l t 1518935 1 M O l S t It d ib h t t th RTFStatement Template 1518935.1 on My Oracle Support. It describes how to create the RTF template.




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Demonstration

Configuring Compensation Change Statements






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Alerts

Create custom alerts that appear in the worksheet to notify managers about conditions.





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Configuring Alerts

• Predefined Alerts– Select a predefined alert and edit the name.

– Select the type of icon to display for the alert.

• Custom AlertsCustom Alerts– Define the triggering criteria using available worksheet

columns.

• Create Custom Alert Condition– Use the Basic or Advanced Edit Condition Windows.

Review Results• Review Results– Enter values that could be used on the worksheet to test the

condition.

– Review the results.

– Edit the condition, if desired.

Predefined Alerts

• Choices are:- Information


o at o- Alert- Warning

Custom Alerts

• Icon choices- Information- Alert- Warning- Error- Several geometric symbols

• An error alert stops a manager from saving or submitting the worksheet until the error is resolved.

Create Custom Alert Condition• Edit Condition Window Basic: Walks you through the steps to create a condition in the• Edit Condition Window Basic: Walks you through the steps to create a condition in the

correct format and using the correct syntax• Advanced: Allows you to create the condition free form• Check that the condition syntax and the column names used are correct.




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Demonstration

Configuring Alerts






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Practices

• 12:1: Configuring Components

• 12-2: Configuring Performance Ratings

• 12-3: Configuring Approvals

• 12 4: Configuring Compensation Change Statements• 12-4: Configuring Compensation Change Statements

• 12-5: Configuring Alerts






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Quiz

When multiple components share the same budget pool, one component must be the primary component for budgeting.

a. True

b Falseb. False

Answer: a





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Quiz

You must use Oracle Fusion Performance Management to rate workers during a compensation cycle.

a. True

b Falseb. False

Answer: b

False. You can display ratings from the performance management application, rate workers during a compensation cycle or use both methods


during a compensation cycle, or use both methods.




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Quiz

You can specify the timing of when higher level managers can take what actions?

a. Approve their lower level managers’ worksheets

b Submit their worksheets for approvalb. Submit their worksheets for approval

c. Both of these actions

d. Neither of these actions

Answer: c





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Quiz

How many compensation statement groups can you associate with a plan?

a. One

b Twob. Two

c. Three

d. As many as you want

Answer: a





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Quiz

Which alert type stops managers from saving or submitting their worksheets?

a. Information

b Alertb. Alert

c. Warning

d. Error

Answer: d





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Worksheet Display: Overview

You can configure how information appears on the worksheet.

• The worksheet consists of up to ten tabs of six different tab types.– Configure each tab separatelyConfigure each tab separately.

• You can import the entire worksheet display from another plan.

On the Define Workforce Compensation page > Worksheet Task List section > Configure Worksheet Display row > click Go to Task to open the Configure Worksheet Display page.





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Worksheet Display Tab Types

• Compensation

• Approvals

• Communicate

• Performance• Performance

• Promotion

• Detail Table Only

Compensation Tab

• Summary section displays a summary of data for the components defined for each compensation tab.


co pe sat o tab

• It displays the columns you configure.

Approvals Tab

• Summary section displays up to eight subtabs with analytics.

• Lists lower level managers and shows the status of their worksheets

• Is used by higher level managers to:

A j t l l l ’ k h t- Approve or reject lower level managers’ worksheets

- Change lower level managers' access to their worksheets

• Is required when:

- Components are enabled

- Promotion or performance only plan




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Communicate Tab (Optional)

• Is used to generate compensation statements

• Lists workers eligible for the plan

P f T b (O ti l)Performance Tab (Optional)

• Summary section displays a summary of performance ratings.

• It allows you to display the same columns that are available on the compensation tab type, but enables the ones related to performance by default.

Promotion Tab (Optional)

• Summary section displays a summary of job, grade, and position changes.

• It allows you to display the same columns that are available on the compensation tab type, but enables the ones related to promotion by default.

Detail Table Only Tab (Optional)

• There is no summary section.

• It allows you to display the same columns that are available on the compensation tab type, but enables the commonly used ones by default.

Note: When components are enabled you can use the following tab types to allocate compensation:

• Compensation

• Performance

• Promotion

• Detail Table Onlyy




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Worksheet Page Layout

Select and configure the columns you want to appear on the worksheet.

• Commonly used columns areenabled by default, which youy , ycan disable.

• Rename columns and changethe order in which they appearon the worksheet.

• Create different tabs focusedCreate different tabs focusedon different types of compensation.

• Refresh the column preview to see the columns displayed and the order in which they will appear.





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Worksheet Page Layout

On the Configure Worksheet Display page, click the Configure Tab Layout icon to open the Configure Worksheet Page Layout page.





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Summary Sections

• Summary Components

Select the components you want to appear in the worksheet's summary region.

• Summary ColumnsSummary Columns

Properties of the Summary columns can be different than those of the Detail columns.– Compensation Type tab

– Performance Type tab

P ti T t b– Promotions Type tab

Summary Components

• Compensation type tabs only

• Sum data for selected components


• Sum data for selected components

• Enable analytics

• Hide components by tab

Summary Columns

• Compensation Type Tab

The summary columns are organized into these groups:- Component- Eligibility- Allocation Totals- Budget Totals- Miscellaneous Rates

Note: Miscellaneous rates work like custom numeric columns, but they appear in the summary not the detail tablesummary not the detail table.




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• Performance Type Tab

The summary columns are:

- Performance Rating

Workers with Compensation- Workers with Compensation

- Actual Percentage

- Target Compensation Percentage

- Target Compensation Percentage Minimum

- Target Compensation Percentage Maximum

• Promotions Type Tab

Select and configure:

- Up to ten sub tabs

- Summary table columns

- Summary table rows for organizational averages subtab

- Display options




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Detail Table Columns

The detail table columns are organized into these groups:

• Worker personal information

• Alerts to notify managers

• Employment or assignment term details• Employment or assignment term details

• Salary information

• Components 1 through 5

• Promotion information

• Performance ratings and informationg

• Custom columns you configure

• History, notes, and attachments

Note: Detail table is not available for approval and communications type tabs.





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Configuring Column Properties

Configure column properties for the summary and detail table columns. The number of tabs and options available on the dialog box varies depending on the type of column you are configuring.

On the Configure Worksheet Page Layout page, click the Configure Column Properties icon to open the Configure Column Properties dialog box.

• General: Configures the display and storage of data


Ge e a Co gu es t e d sp ay a d sto age o data

• Visibility and Access:

- Defines general access for the column

- Overrides access based on the presence or absence of roles

• Default Values: Specifies settings that control the default values displayed in the worksheet

• Element Mapping: Identifies how to transfer approved compensation awards to HR for• Element Mapping: Identifies how to transfer approved compensation awards to HR for component columns

- You can post the compensation as an adjustment to base pay and optionally link it to a salary component.

- If the compensation is a lump sum payment, you can add the payroll element to use to pay the award.

• Information:

- Enables you to add informational text about the column

- The text appears when managers hover over a help icon that appears after the column header.




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Other Worksheet Configurations

• Approval Subtabs– Enable subtabs and related second-level tabs for the

approvals type tab.

• Worker Detail Columns– Approval type tab only

– Shows worker details from count of workers in analytics

• Actions– Enable actions you want managers to be able to perform

when allocating compensationwhen allocating compensation.

• Instructions – Add text or hyperlinks to appear at the top of the worksheet

page.

Approval Subtabs

• Choices are:

Approvals


- Approvals

- Compensation Overview

- Allocation Statistics

- Salary Analysis

- Alerts

- Target Analysis

- Performance

- Promotions

• Configure report filters for the analytics.

Actions

• Not available for the approvals or communication type tabs

• Restriction: Actions are specific to the tab you are configuring.p y g g




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Managing Dynamic Columns

Dynamic calculations are conditional statements, or expressions, that you use to:

• Calculate and display values that vary by worker

• Change the value of one column based on the value ofChange the value of one column based on the value of another

On the Configure Worksheet Page Layout page, Detail Table tab, click the Manage Column Condition and Results icon to open the Manage Dynamic Calculations page.

Evaluation Order


Evaluation Order

Identify the order in which multiple dynamic columns are calculated when the results of one column is used in the condition or results of another.

Triggering Events

Events that can trigger evaluation or recalculation of dynamic columns are:

• Running the Start Compensation Cycle process

R i th R f h D t• Running the Refresh Data process

• When a manager enters or changes data on a worksheet

Default Expression

The default expression is the one to use when no other conditions are met.

Create Dynamic Calculation

• Basic tab: Walks you through the steps to create a condition in the correct format and y g pusing the correct syntax

• Advanced tab: Allows you to create the condition free form




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Test Condition and Column Results

• Test the condition.

• Enter the values you want to test.

Review the results• Review the results.

• Edit the condition, if desired.




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Demonstration

Configuring Worksheet Display and Layout






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Practice

12-6 Configuring Worksheet Display and Layout






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Quiz

Which of the following are worksheet tab types?

a. Compensation

b. Approvals

c Communicatec. Communicate

d. Promotions

e. Performance

f. Detail Table Only

g. All of these itemsg

h. None of these items

Answer: g





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Quiz

You use the Configure Column Properties dialog box to configure a worksheet column’s properties.

a. True

b Falseb. False

Answer: a





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Quiz

Dynamic calculations are conditional statements, or expressions, that you use to:

a. Calculate and display values that vary by worker

b Change the value of one column based on the value ofb. Change the value of one column based on the value of another

c. Both of these actions

d. Neither of these actions

Answer: c





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Summary


• Enable components and createtwo components

• Enable and configureEnable and configureperformance ratings

• Add an alternate approverhierarchy to your plan

• Enable worker statements andselect a statement groupselect a statement group

• Enable predefined alerts andconfigure a custom alert

• Configure worksheet tabs andhow they appear on the worksheet





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C fi W kf C tiConfigure Workforce Compensation Models and Reports




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Lesson Objectives


• Enable and configure modeling

• Select and deselectcompensation reportscompensation reports

• Configure report filters

• Enable dimensions





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Modeling: Overview

Modeling enables managers to automatically allocate compensation to workers who meet certain criteria.

• Enable modeling for the current plan on the configure modeling page.g p g

• Disable modeling for all plans on the global settings page.

You can enable modeling for:

• Managers and administrators

• Only administrators


• Only administrators

Or, you can disable it altogether.




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Configuring Modeling

• Manager Model Usage

• Model Sharing

• Applying Model Results to the Worksheet

If modeling is enabled for managers you can decide if they can:

• Create their own models

• Only use models created by compensation professionals


• Only use models created by compensation professionals

You can decide how the model creator can share the model:

• Restrict the model to only the person who created the model.

• Allow the model to be shared with all managers.

• Allow the manager to share the model only with direct reporting managers.

The model can be used to change:

• Budget amounts

• Target amounts

• Actual compensation amounts

• Or, a mix of the choices




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Model Allocation Method

Allocation Method

• It determines how a modelcalculates budget orcompensation amounts pand target amounts or ranges for a given worker population.

• You enable allocationmethods for each component.

In the Workforce Compensation work area, under Model Compensation, select a model to open the Edit Compensation Models page.

Model amounts by:


Model amounts by:

• Bringing workers up to a specific compa-ratio or quartile

• Supplying a numeric or text value to a custom column

• Supplying a target range or percentage

• Allocating a specified amount or percentage

• Increasing by a specified amount or percentage




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Demonstration

Configuring Modeling






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Reports: Overview

Reports are a set of analytics for managers to use when allocating compensation.

• All managers at all levels of the hierarchy have access to the same reports.p

• Some reports are already enabled. You can select and deselect the reports.





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Configuring Reports

• Delivered Reports– Cycle Overview

– Pay for Performance

– Salary AnalysisSalary Analysis

– Target Analysis

• OTBI Reports

Delivered Reports

Cycle Overview

• Allocation Statistics


• Allocation Statistics• Workers Compensated

• Worker Count by Allocation

• Promotion Overview• Worker Status

Pay for Performance• Compensation Versus Rating Distribution• Compensation Versus Rating Distribution

• Average Allocation• Average Compa-Ratio• Compensation by Rating

Salary Analysis• Salary Averages

Salary Totals• Salary Totals• Compa-Ratio Averages• Allocation by Salary Range• Salary Range Distribution




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Target Analysis

• Workers on Target

• Actual Versus Target

Deviation from Target• Deviation from Target

Distribution Analysis

• Allocations by Manager

OTBI Reports

Add up to 25 additional reports.

Note: All reports saved in the Compensation Transactional Analysis Samples of the shared p p y pHuman Capital Management folder are available to add.




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Demonstration

Configuring Reports






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Report Dimensions: Overview

Report dimensions are attributes used to group data in reports or as criteria when building models.





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Use of Dimensions in Reports

Reports use dimensions to group data.

In the Workforce Compensation work area, Reports task pane, select the Allocation Statistics report.





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Use of Dimensions in Models

Models use dimensions as criteria to build models.

In the Workforce Compensation work area, under Model Compensation, select a model to open the Edit Compensation Models page.

Range Increments


Range Increments

To aggregate data across workers, define increments to display in analytics for the following ranges:

• Compa-ratio

• Salary range position

• Years employed

• Performance Management calculated overall rating• Performance Management calculated overall rating

• Performance Management calculated goal rating

• Performance Management calculated competency rating




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Demonstration

Configuring Report Dimensions






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Report Filters: Overview

Enables managers to filter the approvals type tab summary analytics by specified criteria





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Demonstration

Configuring Report Filters






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Practices

• 13-1: Configuring Modeling

• 13-2: Configuring Reports

• 13-3: Configuring Report Dimensions






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Quiz

Only administrators can create models.

a. True

b. False

Answer: b

False. You can enable modeling for managers and administrators. If you enable modeling for managers you can allow them to create their own models


managers, you can allow them to create their own models.




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Quiz

What best describes an allocation method?

a. The method your organization uses to allocate compensation

b A criteria that determines how a model calculates budgetb. A criteria that determines how a model calculates budget, compensation, or target amounts or ranges for a given worker population

c. A set of rules used to allocate budgets

d. All of these descriptions

N f th d i tie. None of these descriptions

Answer: b





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Quiz

Who has access to the reports you enable?

a. Only administrators

b. All managers at all levels of the hierarchies

c Only managers with subordinate managersc. Only managers with subordinate managers

d. Only managers without subordinate managers

Answer: b





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Quiz

How are dimensions used?

a. To group data in reports

b. As criteria when building models

c Both usagesc. Both usages

d. Neither usages

Answer: c





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Summary


• Enable and configure modeling

• Select and deselectcompensation reportscompensation reports

• Configure report filters

• Enable dimensions





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V lid t W kf C ti PlValidate Workforce Compensation Plans




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Lesson Objectives


• Validate a plan

• Review validation results

• Correct errors• Correct errors

• Revalidate the plan

• Start the compensation cycle

• Monitor the process





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Validating Plan Setup

Validate plan setup before you start the compensation cycle:

• Check dependencies between tasks.

• Ensure no invalid conditions exist.

• Ensure all required data is present• Ensure all required data is present.

• Identify all configuration errors at one time.

Note: Configuration for formulas, payroll elements, eligibility profiles, and other objects linked to the plan are not validated.





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Validation Results

Review a list of messages and:

• Correct errors, which prevent the Start Compensation Cycle process from completing successfully

• Correct warnings which do not stop the process fromCorrect warnings, which do not stop the process from running

• Rerun validation until there are no errors

Errors are identified by a red circle.

Warnings are indentified by a yellow triangle.





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Starting the Compensation Cycle Process

Process the data required for the compensation plan including:

• Evaluating worker eligibility

• Calculating rates

• Building the hierarchy• Building the hierarchyand worksheets





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Demonstration

Validating Workforce Compensation Plans






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Practice

14-1: Validating Workforce Compensation Plans






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Summary


• Validate a plan

• Review validation results

• Correct errors• Correct errors

• Revalidate the plan

• Start the compensation cycle

• Monitor the process





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M C ti M d l d B d tManage Compensation Models and Budgets




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Lesson Objectives


• Manage, create, and preview compensation models

• Apply model results on the budget sheet

• Manage budget pools• Manage budget pools

• Allocate budgets

• Edit budget method

• Reassign workers or change eligibility

• Publish or withdraw budgetsg





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Managing Compensation Models and Budgets

To manage compensation models and budgets, start from the following work areas:

• Line Manager– Home pageHome page

• Compensation Administrator– Compensation work area

Line Manager

On the Navigator menu under Manager Resources, click Workforce Compensation to open the Workforce Compensation work area


the Workforce Compensation work area.

Compensation Administrator

On the Navigator menu, click Compensation to open the Compensation work area. Under Workforce Compensation, click Act as Proxy Manager to open the Workforce Compensation work area.

Note: After you select Act As Proxy Manager you need to switch to the manager for whom you want to actyou want to act.




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Managing Compensation Models: Overview

• Models enable line managers and compensation managers to try out different budget and compensation scenarios.– Create or edit your own models.y

– Use public models created by others.

• Model properties determine how the model is built and who has access.

• Models are specific to a compensation plan and componentcomponent.

Note: Choice availability depends on selections made during setup.





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Creating Models

• Allocation MethodCalculate budget or compensation amounts and target amounts or ranges for a given worker population.

• Model AccessLimit model access or share with others.

• Model CriteriaSelect up to four criteria for your model.





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Creating Models

After you build the model, you can review the model details.

Select Workers

The workers eligible for the associated plan are included in the model. You can include or exclude workers from the model. For example, you can exclude workers who will transfer


exclude workers from the model. For example, you can exclude workers who will transfer soon to another organization.

Note: Selections are retained when you preview the models, but not when you save or leave the model.

Preview Model

Preview the model and review the results. You can return to the model, make changes, and preview again.

Apply Model Results

When you are satisfied with the results, you can apply the model:• As budget amounts• As compensation amounts on the worksheet• To target amounts• To target ranges

Important: Applying a model overwrites any existing amounts that were allocated or defined.

You can view the budget or worksheet associated with the model to see how the model changes allocations.




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Demonstration

Modeling Budgets






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Managing Budgets: Overview

• Line Managers– Award compensation for their teams based on the budgets

that they are allocated

– Can switch to lower-level managers to view their budgets or g gact on their behalf

• Compensation Managers– Initiate the budget with the highest-level manager in the

organization, if budgets are not automatically published.

– Adjust managers’ budgets.j g g

Managers can distribute budget amounts:

• To lower-level managers

• Directly to workers


• Directly to workers

• Manually on the budget sheet

• Using a model




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Allocating Budgets

• Budget Method– Managers set the budget method the first time they access a

budget.

• Take Worker Action in the Action Menu

• Take Budget Action in the Tool Bar

Budget Method Options:

• Do not pass down budgets. Hold entire amount.

• Pass down budgets to direct reporting managers


• Pass down budgets to direct reporting managers.

• Pass down budgets to all lower managers.

Take Worker Action Options:

• Change worker eligibility for this budget pool.

• Reassign worker to another manager.

Note: Reassignment applies to this compensation cycle only.

Take Budget Action Options:

• Publish all or selected budgets.

• Withdraw all or selected budgets.




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Demonstration

Managing Budgets






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Practices

• 15-1: Modeling Budgets

• 15-2: Managing Budgets






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Quiz

When you exclude workers from a model these exclusions are retained when you save the model.

a. True

b Falseb. False

Answer: b





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Quiz

By which method can you not apply model results?

a. Apply as budget amounts.

b. Apply as compensation amounts on the worksheet.

c Apply as percentage amounts on the worksheetc. Apply as percentage amounts on the worksheet.

d. Apply to target amounts.

e. Apply to target ranges.

Answer: c





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Quiz

Which worker actions can you take on the budget pages?

a. Change worker eligibility.

b. Reassign worker to another manager.

c You can take both actionsc. You can take both actions.

d. You can take neither action.

Answer: c





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Quiz

You can distribute budget amounts to managers or directly to workers.

a. True

b Falseb. False

Answer: a





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Summary


• Manage, create, and preview compensation models

• Apply model results on the budget sheet

• Manage budget pools• Manage budget pools

• Allocate budgets

• Edit budget method

• Reassign workers or change eligibility

• Publish or withdraw budgetsg





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M W kf C tiManage Workforce Compensation




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Lesson Objectives


• Review compensation plans


• Rate worker performance• Rate worker performance

• Promote workers

• View reports and analytics

• Approve and submit worksheets

• Generate compensation statementsp





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Managing Workforce Compensation

To manage workforce compensation, start from the following work areas.

• Line Manager– Home pageHome page

• Compensation Administrator– Workforce Compensation work area

Line Manager

On the Navigator menu under Manager Resources, click Workforce Compensation to open the Workforce Compensation work area


the Workforce Compensation work area.

Compensation Administrator

On the Navigator menu, click Compensation to open the Compensation work area. Under Workforce Compensation, click Act as Proxy Manager to open the Workforce Compensation work area.

Note: After you select Act As Proxy Manager you need to switch to the manager for whom you want to actyou want to act.




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Compensation Plans: Overview

Allocate Compensation

Managers use the workforce compensation worksheet to allocate compensation.

The worksheet can consist of up to ten tabs of six different tabThe worksheet can consist of up to ten tabs of six different tab types. The tab types are:

• Compensation

• Approvals

• Promotions

• Performance

• Communicate

• Detail Table Only

Note: The tabs and columns that appear on the worksheet and the actions available depend on how you configure the plan.





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Worksheet Configurations: Examples

1. Contains five tabs, each for a specific purpose:– Allocate compensation.

– Review worker performance.

– Promote workers.Promote workers.

– Approve lower level managers’ worksheets.

– Generate compensation statements.

2. Contains two tabs, one for allocating compensation and one for approving lower managers’ worksheets

3 Contains only one tab where all the actions are performed3. Contains only one tab where all the actions are performed

These examples illustrate the variety of worksheet configurations that you can use for different scenarios.





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Line managers can see:

• Primary plans for which they are eligible

• Other plans for review

• Status of their lower level managers’ worksheets• Status of their lower-level managers worksheets

• History of actions that occurred this cycle

• Approval chain for the plan this cycle

• Actions they can take directly for the worksheet

Primary managed plans are plans for which line managers are responsible for managing and allocating compensation to their teams.

Other plans for review are plans for which line managers have at least one worker delegated


Other plans for review are plans for which line managers have at least one worker delegated to them. They can suggest allocations for the worker.




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Workforce Compensation Worksheet

View summary information and details for each worker in the plan.

• Take Action

• Download WorksheetsDownload Worksheets

• Rate Worker Performance

• Promote Workers

• Submit Worksheet for Approval

Note: The tabs and columns that appear on the worksheet and the actions available depend on how you configure the plan.

• Summary of plan component and aggregate worker details


Su a y o p a co po e t a d agg egate o e deta s

• Worksheet for selected plan component displaying associated worker details

Take Action

Managers can take actions including:

• Apply targets

• Manage default worksheet display

R k k• Rank workers

• Create custom filters

• Change worker eligibility for the plan, component, or both

• View audit trail

• Delegate workers to another reviewer

• Compare salary history

• Model compensation

• View currency conversion rates

• Reassign workers to another manager (applies to this compensation cycle only)




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Download Worksheets

Download information to integrated Microsoft Excel workbooks:

• Generate and populate the workbooks.

Edit th kb k d t• Edit the workbook data.

• Upload edits.

• Resolve errors.

Rate Worker Performance

Enable managers to rate worker performance during the compensation cycle by:

• Enabling performance ratings and selecting the performance ratings to useg p g g p g

• Enabling a performance type tab or a compensation type tab

• Configuring performance-related columns for the tab

Promote Workers

Enable managers to promote workers during the compensation cycle by:

• Enabling a promotions type tab or a compensation type tab

C fi i ti l t d l f th t b• Configuring promotion-related columns for the tab

Submit Worksheet for Approval

• Automatically approves subordinates’ worksheets and prevents further changes

• If approvals are enabled, notifies your approving manager that you have submitted your worksheet.

• Can submit from any tab type other than Communicate tab type

Note: You can filter the worksheet to see subsets of workers.




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Viewing Reports and Analytics

Managers can view analytical reports and filter by relevant criteria as they decide how to allocate compensation.

Except for the Manager Status and Allocations by Manager reports, each report contains:p , p

• Overview with summary tableand graphic

• Details that let you comparegroups of workers

The Manager Status and Allocations byThe Manager Status and Allocations byManager reports provide informationabout lower-level managers.

Note: The reports available depend on how you configure the plan. You can vary the number and type of reports by plan.

Reports that may be available are:


Reports that may be available are:

• Cycle Overview

- Allocation Statistics

- Workers Compensated

- Worker Count by Allocation

- Promotion Overview

M St t- Manager Status

• Pay for Performance

- Consumption Versus Rating Distribution

- Average Allocation

- Average Compa-Ratio

- Compensation by Rating




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• Salary Analysis

- Salary Averages

- Salary Totals

Compa Ratio Averages- Compa-Ratio Averages

- Allocation by Salary Range

- Salary Range Distribution

• Target Analysis

- Workers on Target

- Actual Versus Target

- Deviation from Target

- Workers Without Managers

• Distribution Analysis

- Allocations by Manager




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Approving Worksheets

Included only in the worksheets for managers with at least one lower level managerlower level manager.

Up to seven subtabs may display summarized information for each lower manager:• Compensation Overview• Allocation Statistics

S l A l i• Salary Analysis• Alerts• Target Analysis• Promotion• Performance

Note: The number of subtabs that display depend on how you set up the plan. Several subtabs have second-level tabs

Managers can filter report analytics by specific criteria.


Managers can filter report analytics by specific criteria.

Approval Actions

• Approve worksheets of all or selected managers and notify them of first-level approval.

• Return worksheets for correction.

• Request information.

• Change access for all or selected managers.

Note: Approval closes worksheets to updates by direct and subordinate managers.

Submit Worksheet

Submit your worksheet to your manager for approval.




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Generating Compensation Statements

Use this tab to generate compensation statements for workers to notify them of their new or adjusted compensation, performance rating, or promotion.

Depending on how you configure compensation change p g y g p gstatements when you set up the plan, you can generate statements:

• In any approval and processing status

• Only after changes are transferred to HR

• Only after final approval or changes are transferred to HR• Only after final approval or changes are transferred to HR





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Demonstration







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Practice

16-1: Managing Workforce Compensation






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Quiz

Workforce compensation worksheet can contain up to ten tabs of six different tab types.

a. True

b Falseb. False

Answer: a





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Quiz

You can submit your worksheet from any tab.

a. True

b. False

Answer: b

False. You cannot submit your worksheet from a Communicate type tab.





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Quiz

Which reports provide information about lower level managers?

a. Allocation Statistics

b. Manager Status

c Deviation from Targetc. Deviation from Target

d. Allocation by Manager

Answer: b, d





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Quiz

What action would you take on an Approval type tab?

a. Change worker eligibility.

b. Reassign worker to another manager.

c View compensation historyc. View compensation history.

d. Change access for all or selected managers.

Answer: d





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Quiz

All worksheets must be approved and processed in order to generate compensation statements.

a. True

b Falseb. False

Answer: b

False. It depends on how you configure your compensation change statements during setup.





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Summary


• Review compensation plans


• Rate worker performance• Rate worker performance

• Promote workers

• View reports and analytics

• Approve and submit worksheets

• Generate compensation statementsp





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Ad i i t W kf C tiAdminister Workforce Compensation




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Lesson Objectives


• Manage global models, active plans, and worker information

• Review administrative reportsReview administrative reports

• Run batch processes





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Compensation Work Area (Compensation Manager and Compensation Administrator)Manager and Compensation Administrator)

To administer workforce compensation, start from the Compensation work area.

On the Navigator menu, click Compensation to open the Compensation work area.

Compensation Manager: Administer workers and view administration reports.

Compensation Administrator: Manage active plans manage global models and run batch


Compensation Administrator: Manage active plans, manage global models, and run batch processes.




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Global Models: Overview

Compensation administrators can create models that managers and administrators can use to automatically allocate compensation to workers who meet certain criteria.

Create global models and associate them by:g y

• Plan

• Component

In the Compensation work area, click Manage Global Models to open the Manage Global Models page.

Note: The availability period is for the associated plan.


Note: The availability period is for the associated plan.




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Creating or Editing Global Models

• Build global models similar to modeling on the budget sheet.

• Select budget funding level for managers.

• Model access level:Model access level:– Global public is available to everyone. All managers can

view and apply to their own budgets or allocations.

– Global private is restricted to compensation professionals.





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Demonstration

Managing Global Models






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Active Plans: Overview

Compensation administrators can manage active plans for an enterprise.





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Managing Active Plans

• Properties– Change plan properties for a specific plan and plan cycle.

• Currency Conversion Rates– Override currency conversation rates– Override currency conversation rates.

Properties – Change plan properties for a specific plan and plan cycle.

• You can change:

Cycle status


- Cycle status

- Approval and submit modes

- Plan, component, and display order

• Changes to the plan:

- Do not change the original plan definition

- Are effective only for the specified plan and plan cycle

Currency Conversion Rates – Override currency conversation rates:

• Manually

• Automatically by refreshing rates from the GL daily rates, if you use daily rates

Notes

• If you manually override rates after a compensation cycle has started or budgeting has begun, immediately run the Refresh Data process to refresh summary data to use the current rates.

• Converted rates are for display only. Award amounts are posted in each worker’s local currency.




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Demonstration

Managing Active Plans






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Administering Workers: Overview

Compensation managers can view and edit worker information copied from HR or entered by the manager on the worksheet:

• In the Compensation work area, click Administer Workers to open the Administer Workers: Select Plan page.

• Reprocess an individual who was previously found eligible or ineligible and re-evaluate


ep ocess a d dua o as p e ous y ou d e g b e o e g b e a d e e a uateeligibility for a plan.

• Add to a plan a worker who was not originally found eligible.




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Eligibility Status

A person’s eligibility status varies by plan.

• Eligible– The worker can receive compensation from a plan.

• Ineligible• Ineligible– The worker cannot receive compensation from a plan.

• Limited– The worker is not eligible for a plan, but has at least one

subordinate worker who is eligible.

Th b d t d ll t– The person can manage budgets and allocate compensation, but not receive compensation within the plan.





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Administering Workers

Compensation managers can override employment details used for this plan cycle for the selected worker on these ten tabs.

On the Administer Workers: Select Plan page, click a plan to open the Administer Workers page.

Changes made here do not affect the worker’s HR record.


Changes made here do not affect the worker s HR record.




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Worker Information

View and edit information from the worker’s HR data.

• Personal information, such as disability status

• Employment details, such as job title and assignment statusstatus

• Termination and leave dates and reasons

• Latest leave of absence details





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Budget Information

View and edit budget information by budget pool, if the worker is a manager:

• Budget pool details, including access level

• Overall budget amounts and percentagesOverall budget amounts and percentages

• Budget amounts and percentages for direct reports

• Restrictions when allocating compensation

• Restrictions when budgeting





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Compensation

View and edit compensation information by plan component:

• Salary amounts and statistics, such as FTE

• Award amounts and percentages, such as Merit Eligible SalarySalary

• Target amounts and percentages, such as Target Compensation Percentage

• Miscellaneous rates, if they were configured for the plan





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Promotion

View and edit job, grade, and salary information:

• Current employment information, including Grade

• Proposed employment information, such as New Job Title





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Performance

Depending on how the plan is configured, view and edit performance information:

• Compensation performance rating

• Performance Management ratingPerformance Management rating





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Status and Hierarchy

View and edit information about the worker’s status and hierarchy:

• Manager status, approval status, plan access, and worksheet due date, if the worker is a manager, g

• Processing status, and exclude from processing when you close the compensation cycle for this plan

• Manager hierarchy, and reassign worker to new manager for this cycle only

• Other delegated reviewers• Other delegated reviewers

• Approval chain

• Action history





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Other Information

On the remaining tabs you can view and edit:

• Worker eligibility for the plan and component

• Data for customized fields, if configured for the plan

• Notes and attachments• Notes and attachments

• Audit trail for worker’s changes





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Demonstration

Administering Workers






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Administration Reports

Reports are a set of analytics that compensation managers use to administer compensation plans.

• Predefined

• All are deliveredAll are delivered

• Not configurable

Compensation Analysis

• Compensation Allocations

• Allocations Deviating from Target


• Allocations Deviating from Target

• Allocations Compared to Target Ranges

• Discrimination Detection

Budget Analysis

• Budget Consumption

Performance and Promotions

• Promotion Summary

• Performance Rating Summary

Status and Monitoring

• Manager Status

• Alert Summary

• Manager FeedbackManager Feedback

• Workers Without Managers




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Data Processed

• Salary Adjustments Posted

• Element Entries Posted

Assignment Changes Posted• Assignment Changes Posted

• Stock Grants Posted

• Posting Error Summary

• Back Out Cycle Error Summary

Exports

• Worksheet Download report




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Demonstration

Viewing Administration Reports






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Running Batch Process: Overview

• Start Workforce Compensation Process

• Refresh Workforce Compensation Data Process

• Transfer Workforce Compensation Data to HR Process

• Back Out Workforce Compensation Data Process• Back Out Workforce Compensation Data Process

• Purge Workforce Compensation Data Process

Compensation administrators can run batch processes.

Start Workforce Compensation Process• Builds manager worksheets with eligible workers


Builds manager worksheets with eligible workers

• Starts compensation cycle

Refresh Workforce Compensation Data Process• Synchronizes workforce compensation data with HR

• Updates plan design and currency conversion rates

• Recalculates summary data

T f W kf C i D HR PTransfer Workforce Compensation Data to HR Process• Posts base pay adjustments to salary records

• Posts job, grade, and position changes to HR

• Posts element entries to payroll

Back Out Workforce Compensation Data Process• Reverses a completed Start Workforce Compensation Cycle process

• Removes salary, payroll, or HR changes posted

Purge Workforce Compensation Data Process• Removes unneeded transaction data from prior plan cycles




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Monitor Processes

After you run a batch process you can monitor the progress on the Monitor Process page.

In the Compensation work area, click Run Batch Process to open the Run Batch Process page. Then, click Monitor Process to open the Monitor Process page.





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Monitor Processes

• Monitor processing status.

• Refresh to see current status.

• View parameters as well as log and output for processing.

• Resubmit• Resubmit.

• Schedule a new process.





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Demonstration

Running Batch Processes






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Practices

• 17-1: Managing Active Plans

• 17-2: Administering Workers

• 17-3: Running Batch Process






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Quiz

A global model is specific to a plan and component.

a. True

b. False

Answer: a





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Quiz

You can override currency conversion rates by what method?

a. Manually

b. By refreshing rates automatically from GL daily rates

c Both methodsc. Both methods

d. Neither method

Answer: c





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Quiz

Why would a person have a Limited eligibility status for a plan?

a. The worker is new to the organization.

b. The manager is not eligible for the plan, but has at least one subordinate worker who is eligibleone subordinate worker who is eligible.

c. The plan is not active.

d. The plan has not been processed.

Answer: b





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Quiz

You enable the administrative reports you want to be available.

a. True

b. False

Answer: b





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Quiz

Which batch process posts element entries to payroll?

a. Start Workforce Compensation

b. Refresh Workforce Compensation Data

c Transfer Workforce Compensation Data to HRc. Transfer Workforce Compensation Data to HR

d. Back Out Workforce Compensation Data

e. Purge Workforce Compensation Data

Answer: c





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Summary


• Manage global models, active plans, and worker information

• Review administrative reportsReview administrative reports

• Run batch processes





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D fi T t l C ti St t tDefine Total Compensation Statements




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Lesson Objectives


• Plan and create the compensation items that you want to include in the total compensation statement

• Organize the compensation items into categories andOrganize the compensation items into categories and configure category display options

• Lay out the display of thecompensation categoriesin the statement andconfigure additionalconfigure additionalstatement display options





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Total Compensation Statements

Configure the design, content, and delivery.

Compensation statements include two forms of pay:

• Nontraditional, such as fringe benefits, cost of benefits, and paid time off

• Traditional such as base pay and variable compensation


• Traditional, such as base pay and variable compensation

Total Compensation Statement Building Blocks

Use items and categories to construct statement definitions, which determine how to display the associated items and categories.

You can generate new statements, purge unwanted statements, and monitor processes with summary and detailed online reports.




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Demonstration

Managing Total Compensation Statement






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Questions to Help Determine What Contentto Include and How to Display and Format Itto Include and How to Display and Format It

• Who is the statement audience?

• What compensation do you want to include in the statement?

• Where is the compensation stored?

• How do you want to organize the statement?y g

• Do compensation items or categories already exist?

• What are the high-level categories and subcategories?

• Do you want to display a Welcome page and a Summary page?

• Do you want to display items when a worker has no contributions?contributions?

• What type of graphs, if any, do you want to display?

• What type of descriptive information, if any, do you want to display? Do you want to provide links to supplemental documents or URLs to internal or external sites?





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Compensation Items and Source Types

• Compensation Items– Are foundational elements for total compensation statements

– Are reusable within multiple total compensation statements

– Map to a compensation source to retrieve compensationMap to a compensation source to retrieve compensation information

• Compensation Source Types– Payroll element

– Payroll balance

– Benefit balance– Benefit balance

– Formula

Payroll Element

Retrieve information such as salary and bonus earnings from the element entry.

Additi l d t t i t L i l ti d t d i t l


Additional data entry requirements: Legislative data group and input value

Payroll Balance

Retrieve information such as commissions or company-paid taxes.

Additional data entry requirements: Legislative data group and dimension

Benefit Balance

Enter information as a one-time benefit balance such as data obtained from a legacyEnter information as a one-time benefit balance, such as data obtained from a legacy compensation application.

Additional data entry requirements: None

Formula

Create and use a formula to retrieve compensation information that is not stored in the defined source types.

Additional data entry requirements: Type of compensation, nonmonetary unit of measure, and currency.

Note: The formula unit or currency overrides the item definition.




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Displaying and Formatting Compensation Items

• To include items on statements, you:– Must add items to a compensation category

– Cannot add items to statement definitions directly

• Type and unit of measure:Type and unit of measure:– Inherited from compensation source

– Type examples: Monetary, nonmonetary, date, text

– Unit of measure example: Monetary currency

• Estimated values:T i di t th t th l i t th t l t id– To indicate that the value is not the actual amount paid, select Estimated amount.

• Rounding:– Specify for nonmonetary amounts.

Displaying Data Administered by Third Party

To display 401k balances or some other type of data that is administered by a third-party administrator:


administrator:

• Payroll administrators can load their data into element entries using the Batch Loader task in the Payroll Administration work area.

• Benefits administrators can load their data into benefit balances using the Manage Benefit Balances task in the Plan Configuration work area.

Type and Unit of Measure

In some cases you can override these defaults when defining the itemIn some cases, you can override these defaults when defining the item.

Estimated Value: Examples• Annualized monthly amounts

• When the item is not mapped to a payroll balance or benefit balance




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Demonstration

Managing Compensation Items






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Practices

• 18-1: Creating the Rail Public Transportation Allowance Compensation Item

• 18-2: Creating the Bus Public Transportation Allowance Compensation Itemp

• 18-3: Creating the Spot Bonus Compensation Item






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Compensation Items: Group Discussion

• What compensation items might your organization include in a total compensation statement?

• What would the sources be for those items?





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Compensation Categories

• Use categories to group similar or related compensation itemsitems.

• Use the same categories in multiple statements.

• Display categories directly on the Summary page, or nest them to make subcategories.

The category status is In Progress if no items or categories were added.





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Compensation Category Types

• Benefits

• Cash Compensation

• Savings and Retirement

• Time Off

• Stock History

• Custom

• Other

• Time Off

The category type determines how the category is organized and what data it displays.

Category Types

R t i ti Y t h th t t ft th t i


Restriction: You cannot change the category type after you use the category in any statement.

Tip: You can view several worked examples of categories in Oracle Fusion Applications Help.

1. Under Product, Human Capital Management, select Total Compensation Statement.

2. Search by categories.




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Category Types: Benefits, Cash Compensation, Savings and RetirementSavings, and Retirement

• You can add compensation items and nest categories.

• By default, the category table display includes columns for:– Worker and employer contributions

– Description– Description

Tip: You can hide columns that are not applicable.





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Category Types: Time Off and Stock History

• Time Off– Includes columns for:

— Type (examples, holiday, sick, vacation time)

— Monetary valuey

— Accrued balance

– Restriction: You cannot nest categories.

• Stock History– Display up to 27 columns of data from the database table

that stores workers’ stock details.

– Select which types of stock to include.

– Alter which columns are hidden or optionally available (from View menu) in the statement.

– Edit column labels.

Time Off Tip

You can edit column labels and configure each category table row name to be a link to time off information such as a holiday schedule for paid holidays


off information, such as a holiday schedule for paid holidays.

Stock History: Examples• Incentive stock options

• Non-qualified stock options

• Restricted stock




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Types: Custom and Other

• Custom– You must also:

— Specify number of columns (up to five) to include in category

— Configure column labelsg

— Select compensation items for table rows

– Restriction: You cannot add subcategories.

• Other– It shares the same basic structure as the Cash

Compensation and Benefits category types.p g y yp

– You can use it for any type of compensation.

Custom Example

Display commission information by including these columns:

Sales target


• Sales target

• Units sold

• Percentage over target

• Percentage under target

• Commission amount




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Contribution Type, Unit of Measure, and Level of Detailand Level of Detail

• Category Contribution Type and Unit of Measure– Values are determined by the category’s compensation items

or subcategories.

– Restriction: All items and subcategories within a gnonmonetary category must share the same unit of measure.

• Level of Detail– For certain compensation categories, you can select the

level of detail that appears on a statement for that category.





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Providing Links and Displaying the Full Detail

• Provide links:– Provide links from a high-level category page, that drill down

to specific details for each category item or subcategory row.

– To see details of each category row, such as medical, g yviewers drill into the row and access a separate details page.

• Display the full detail:– Display the full detail of the content on the category page.

Providing Links: Example

Example: Create a Benefits category that displays high-level information for different health benefits such as Medical Dental Vision and Life insurance


benefits, such as Medical, Dental, Vision, and Life insurance.

Displaying the Full Detail

Example: Create a Bonus category that displays the amount of different bonuses (new hire and quarterly) as rows on the category page.

When deciding on the level of detail display option, consider these effects of showing all details on a single page:

Y t dd b t i t B fit C h C ti S i d• You cannot add subcategories to Benefits, Cash Compensation, Savings and Retirement, or Other categories.

This is permitted if the level of detail enables drilling to see details.

• The name column does not show in the statement for category rows.

• You cannot hide all category columns.

Note: The option to show details on a single page is not recommended for recurring i f tiinformation.




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Display Options, Graphs, Descriptive and Supplemental TextDescriptive and Supplemental Text

In general, configure these display options for category detail pages while setting up or editing categories.

• Hide table columns.

• Rename table columnsRename table columns.

• Configure display of zero or no values.

• Configure display of graphs.

• Add descriptive text.

• Add supplemental text.

• Change vertical display order.

• Hide sections for graphs or descriptions.

Iterative Process

Configuring compensation categories is an iterative process. You generate, view, purge, and regenerate your statements multiple times while editing your display options between each


regenerate your statements multiple times, while editing your display options between each Purge and Generate task, before you consider them ready to distribute to workers.




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Hiding Table Columns

• You can hide:– Unused or not applicable columns

— Example: Worker Contribution column in Cash Compensation category

– Description columns

• You cannot hide all category columns if you configure the category level of details to show all details on a single category overview page.

Tip: Data in hidden columns are not included in summary or detail tables or graphs.





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Zero or No-Value Contribution Values

• Specify what to do when a worker has zero or no values to display during the statement period.

• These statement elements have display options for how to handle contribution values that are zero or no value:– Top-level categories

– Stock subcategory rows

– Items in categories

Statement elements that have display options for how you want to handle contribution values that are zero or no value:

• Top-level categories: Display or hide the top-level category page in the statement.


op e e catego es sp ay o de t e top e e catego y page t e state e t

• Stock subcategory rows: Display or hide the row in the high-level category page and permit or prevent drilling to the subcategory detail page.

• Items in categories: Display or hide the row in the statement.

Examples of Zero or No Values:

• Did not receive any stock options during period

• Not participating in compensation or benefit plan• Not participating in compensation or benefit plan

Tip: When displaying a row or category page with zero or no values, you can optionally compose a statement message that:

• Explains the lack of values

• Calls attention to missed opportunities

Example: Participation in stock purchase plan




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Graphs

• Each category can display up to two graphs.

• For each graph, you must specify:– Graph type: Pie chart or various types of bar charts

– Columns to include: Worker contributions employer– Columns to include: Worker contributions, employer contributions, or both

• Restriction: The graph cannot include columns containing:– Text or dates

– More than one nonmonetary unit of measure– More than one nonmonetary unit of measure

– Combination of monetary and nonmonetary values

Graphs: Example

A graph that mixes shares of stock, a company car, and fitness membership would not provide clear information


provide clear information.




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Descriptive and Supplemental Text

• Descriptive text– Appears in the statement body

• Supplemental text– Appears in a separate information window– Appears in a separate information window

— The window opens when users hover over the blue information icon after the category name in the statement.





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Demonstration

Managing Compensation Categories






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Practice

18-4: Creating the Cash Compensation Category






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Compensation Categories: Group Discussion

• What compensation categories might your organization include in a total compensation statement?

• What would be the level of detail?

• Would you add any of those categories to other categoriesWould you add any of those categories to other categories as subcategories?





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Considerations for Determining How Many Different Statement Definitions Are RequiredDifferent Statement Definitions Are Required

• Compensation items and categories

• Statement periods, audience,duplication, and reuse

Iterative Process

Configuring top-level compensation categories and statement definitions is an iterative process


process.

1. Generate and view statements.

2. Purge statements.

3. Edit category and statement definition display options.

4. Repeat until you consider the statements ready to distribute to workers.




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Statement Definition Compensation Itemsand Categoriesand Categories

The statement definition consists of compensation items added to compensation categories.

• Create the item and category components as you the build statement hierarchy, or

• Define these building gblock components first, then associate them hierarchically

Tip: Defining the components before assembling the hierarchy might be more efficient as you can reuse items and categories across multiple statements.

Important: Edits to categories affect all statement definitions that use that category (as a


Important: Edits to categories affect all statement definitions that use that category (as a category or subcategory), whether you make the edits from the Manage Compensation Categories page or the Manage Statement Definitions page.

Exception: Compensation category display names are local to the statement definition where you create or edit the name and do not impact the compensation category.

Generated statements display separate pages for each of the highest level categories. You can include multiple legal employers, multiple countries, and multiple currencies in one statement.

Tip: You can add compensation items with sources (example, payroll elements) that belong to different legal employers.




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Statement Periods

• Configure statements to cover any period of time by specifying start and end dates.– You can create multiple periods at one time.

• Further specify:Further specify:– Period display name (optional)

— Example: Name the period 2014 Annual Statement rather than the default display of start and end date.

– Date available to workers

– Exchange rate date for currency conversionsg y

– Welcome message (optional)

Tip: The welcome message, if included, is the first page workers see in their statements. You can hide welcome messages that you do not want to include in generated statements.





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Statement Options and Denoting Estimated Amountsand Denoting Estimated Amounts

• Select the audience at run time using these population filter parameters:– Business unit

– Benefits groupg p

– Legal employer

– Country

– Person selection formula that you define

– Single person that you select

• Denoting estimated amounts:• Denoting estimated amounts:– Specify whether to display or hide the indicator that visually

denotes amounts as estimated.

You can configure different statement definitions for different statement audiences by attaching eligibility criteria. You can then apply additional population filtering at run time.

Example: Within a business unit, which you select at run time, you can create separate


Example: Within a business unit, which you select at run time, you can create separate statement definitions for individual contributors and executive level workers. Accomplish this by:

• Creating eligibility profiles that differentiate between individual contributors and executive workers

• Attaching each eligibility profile to the corresponding statement definition




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Configuring the Summary Page

• The optional Summary page:– Provides workers with high-level view of their total

compensation in graphs and tables

– Displays summed totals of top-level categories included in p y p gmonetary and nonmonetary sections

• Viewers can drill down to detailed category pages from here or use sectional area navigation links.

The Summary page consists of three optional, configurable sections:

• Monetary section and nonmonetary section, each containing section-level:

Tables


- Tables

- Graphs

- Descriptive text

• Descriptive text, which can include rich text formatting and hyperlinks

• Supplemental information, which appears in a separate window

Example: Hyperlinks to company policies and resources




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Statement Display Options

• Hide table columns.

• Rename table columns.– Top-level categories only

• Reorder sections

• Add supplemental text.

• Change vertical display order.

• Hide sections for graphs• Reorder sections.

• Configure display of zero or no values.– Top-level categories only

• Configure display of h

Hide sections for graphs or descriptions.

• Exclude category from statement summary.– Top-level categories only

Include and hidegraphs.

• Add descriptive text.

• Include and hide Statement Summary page.

When creating and editing statement definitions, you can configure the top-level categories and Summary page, including the listed display options.

Configure the bolded display options for statement definitions the same way as covered


Configure the bolded display options for statement definitions the same way as covered earlier, for compensation categories.




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Annual or Periodic Use of Statement Definitions

Duplicate Definitions

Duplicate the statement definition and edit it to create a new definition.

Example: Create the definition forExample: Create the definition for executive level workers by:1. Duplicating statement definition for

individual contributors2. Adding additional compensation

categories or itemscategories or items3. Associating a different eligibility profile

Reusing Statements in Other Periods or Years

Rather than creating a new statement definition for each period or year, you can:

Add new periods to existing statement definitions


• Add new periods to existing statement definitions

• Update the welcome message

• Add, delete, or edit included items and categories

• Modify the display of graphs and tables




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Demonstration

Managing Statement Definitions






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Practice

18-5: Creating the Statement Definition






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Statement Definitions: Group Discussion

• How many statement definitions would your organization require? How would they differ? Can you base some on others by duplication?

• Does your organization pay any kind of commission? If so, y g p y y ,how would you map to the commission information source to include it in your statement?





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Practice

18-6: Generating Total Compensation Statements

Using the activity guide, do the specified practice.





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Monitoring Processes and Viewing Statements

1. Refresh the processes until the one you want shows as complete.

2. View the report.

3 Check for any errors3. Check for any errors.

4. View details, to confirm that the generated statement is what you want.

General Review Checklist for Statements• Does the Summary page appear as expected?

• Is the welcome message clear complete and appropriate for the intended audience?


• Is the welcome message clear, complete, and appropriate for the intended audience?

• Do your high-level categories contain the descriptive text, supplemental information, and subcategories that you expect?

• Do the statement periods convey the information that you want the recipients to view?

Editing Statements

If you want to make edits to your statement after generating statements, in the Tasks pane, li k P St t t d th P St t t f th t t t th t lclick Purge Statements and run the Purge Statements process for the statement that you plan

to edit.




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Practice

18-7: Viewing Statements

Using the activity guide, do the specified practice.





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Quiz

Compensation items:

a. Are foundational for total compensation statements

b. Are not reusable within multiple total compensation statementsstatements

c. Map to a compensation source to retrieve compensation information

d. All of these items

e. None of these items

Answer: a, c





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Quiz

You can use compensation categories in multiple statements.

a. True

b. False

Answer: a





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Quiz

You can display all compensation category types directly on the Summary page, or nest them to make subcategories.

a. True

b Falseb. False

Answer: b

Reminder: You cannot nest categories with a type of Time Off or Custom.





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Quiz

When deciding on the level of detail display option, which of these effects should you consider when showing all details on a single page?

a. You cannot add subcategories to Benefits, Cash g ,Compensation, Savings and Retirement, or Other categories.

b. The name column does not show in the statement for category rows.

c You cannot hide all category columnsc. You cannot hide all category columns.

d. All of these effects

e. None of these effects

Answer: d





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Quiz

When determining how many different definitions you require and planning the presentation of content in each, you should consider:

a. Compensation itemsp

b. Compensation categories

c. Statement periods

d. Audience

e. Duplication and reuse

f. All of these aspects

Answer: f





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Quiz

Rather than re-creating statement definitions for each year or period, you can add new periods to existing definitions.

a. True

b Falseb. False

Answer: a





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Summary


• Manage compensation items and categories

• Manage statement definitions

• Generate and view statements• Generate and view statements





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M M k t D tManage Market Data




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Lesson Objectives


• Enter supplier data

• Associate jobs to job structures

• Associate survey jobs to internal jobs• Associate survey jobs to internal jobs

• Import data from market surveys

• Upload and review imported data





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Market Data: Overview

• Import salary survey data from multiple suppliers.

• Match internal jobs to survey jobs.

• Preserve all historical salary survey data in the salary survey repositorysurvey repository.





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Managing Compensation Types

Manage types of compensation, such as:

• Base pay

• Short term incentive, bonus

• Long term incentives• Long term incentives

• Cash allowances

• Total compensation

• Premium pay

• Salary structuresy

• Annual sales quota

• Benefits

• Overtime

Used to compare similar types of compensation in the surveys





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Managing Supplier Information

• Market Data Supplier Data

• Supplier Surveys

• Job Lists

• Survey Job Structures• Survey Job Structures

• Market Data Supplier Data

- Name

- Code


- Code

- Status

- Contact details

• Supplier Surveys

- Associate multiple surveys with a single supplier.

• Job Lists

A i t j b t j b t t- Associate jobs to job structures.

- Associate survey jobs to internal jobs.

- Enter manually or upload in batch process.

• Survey Job Structures

- Job function

- Job family

- Career stream or band

- Career level

- Other level




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Market Data Workbooks

Oracle Fusion delivers seven predefined workbooks to import market data.

• Job Structures

From the Manage Survey Job Structures page select oneFrom the Manage Survey Job Structures page, select one of the following workbooks:– Job Function

– Job Family

– Career Stream or Band

Career Level– Career Level

– Other Level

Note: The job structures workbooks are optional.





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Market Data Workbooks

• Job List– Click Create Import Template on the Manage Survey Job List

page.

• Import Surveyp y– Create a workbook to import your survey.

Tip: You can also use the import survey workbook to update an existing survey, including load new job structures and list and update existing ones.

Import Compensation Survey

Import details from market data surveys into the application.

• Use generic HCM spreadsheet loader facility:


• Use generic HCM spreadsheet loader facility:

- Enter only one supplier code, survey code, or combination of supplier and survey codes per import template. For multiple supplier or survey codes, you must create a separate import template.

- Do not delete or reorder any of the columns in the template.

• Upload data via batch process: Rows that are marked as changed are uploaded into the application database.application database.

• Review and correct errors as needed:

- Rows that are marked as Update Failed have errors.

- Fix any data issues in the workbook and upload again.




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• View imported market data:

- Use the Manage Supplier Structures task to open the Manage Survey Job Structures or Manage Survey Job List page.

- Use the Import Survey task to refresh the page so that the page shows the newly- Use the Import Survey task to refresh the page so that the page shows the newly imported survey. Click the survey name to open the Imported Survey Data page.




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Instructor Practice

Importing Market Data






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Quiz

You can associate multiple surveys with a single supplier.

a. True

b. False

Answer: a





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Quiz

Survey job structures are:

a. Job function

b. Job family

c Career stream or bandc. Career stream or band

d. Career level

e. Other level

f. All of the above

Answer: f





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Summary


• Enter supplier data

• Associate jobs to job structures

• Associate survey jobs to internal jobs• Associate survey jobs to internal jobs

• Import data from market surveys

• Upload and review imported data





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C SCourse Summary




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Summary

Now that you have completed this course, you should be able to:

• Identify the key concepts of compensation that determine a successful implementationp

• Review security reference implementation data for compensation management and describe key security concepts

• Use Oracle Fusion Functional Setup Manager to implement the Compensation tasks in the Compensationimplement the Compensation tasks in the Compensation Management offering

• Create payroll elements for compensation

• Set up and manage base pay and individual compensation plans





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Summary

• Set up workforce compensation plans, worksheets, and budgets

• Configure workforce compensation models and reports

• Validate workforce compensation plansValidate workforce compensation plans

• Create models, publish budgets, and allocate compensation in workforce compensation

• Administer workforce compensation

• Define total compensation statements

• Manage market data





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