Compensation Administration

Simplifies Planning, Modeling, Budgeting, & Analysis of Compensation Policies

Compensation Administration provides robust abilities to automate compensation plans and policies dictated to the HR organization. Handling exceptions as seamlessly as standard policies, compensation guidelines and recommended increases can be established based on specific employee criteria such as location, job title, pay grade, performance rating, quartile rating, compa-ratio, etc.

Compensation Administration provides for the ability to create multiple budgets with unique budgets for different business units, different compensation plans, or categories of compensation. Budgets can also be created for non-cash compensation types. Compensation Administration provides the flexibility for budgets to change dynamically as workers move through the organization. Compensation simulations allow administrators to ensure compensation policies and budgets are in alignment prior to roll out.

Key Features

• Measure proposed salary actions against corporate guidelines
• Adjust compensation with a periodic salary change, a compa-ratio adjustment, or a new annual salary
• Business unit compensation management for group merit raises
• Pre-established effective dates
• Separate plans by business area and job type
• Manage long term incentive plans including stock option plans, stock appreciation rights, restricted stocks and phantom stocks
• Create rules for allocating shares and controlling the vesting and expiration of shares
• Record override exceptions to long term incentive plans for individual employees
• Communicate compensation programs and policies across the organization
• Modeling capability for proposed salary actions
• Create and maintain budgets
• On-line tracking of proposed salary changes
• Individual dashboards and scorecards
• Record off cycle events such as promotions, unplanned increases or special awards
• Analyze compensation data by title, performance, and variable pay
• Individual compensation reporting
• Compensation increase distribution reports
• Salary plan by responsible organizational units
• Actual-to-plan comparisons and year-end performance projections
• Easy duplication of plans across companies
• Compensation plans migrated to future years
• Flexibility to integrate with any HRIS System