Compensation Workbench

Presented by
Ted Geary
Natrona Technologies
 Summary
• Compensation Workbench is used for:
• Annual Merit Reviews
• Bonus awards on a large scale (ICDs used
for one or two employees)
• Allocation of Stock Options
• Promotion - job changes
 Agenda
• Getting Started (Keys to success)
• Implementation and Setup
• Testing (What’s involved)
 Getting Started
• Defining the business requirements
(Required)
• PMI states 30 % of all projects are
successful, on-time, and on-budget
• What happened to the other 70%?
 Getting Started (cont.)
• What are some requirements you need to
define?
• When do you do your annual reviews?
• Is there a need for prorating compensation
for employees who have been hired less
than a year?
• How is the process done now?
• Is there a freeze date?
• Who gets a bonus? who gets stock?
 Getting Started (cont.)
• Cannot emphasize enough to define
requirements
• Saves time and effort when the
implementation and testing starts
 Getting Started (cont.)
• If already implemented Standard Benefits
or Advanced Benefits, it does make the
concepts, implementation, and testing
easier for the end user
• It is not essential but it helps the super
user(s) involved in the project
 Implementation
Summary:
• Life Event Reasons
• Derived Factors
• Eligibility Profiles
• Plan Types
• Plans
• Plan Enrollment requirements
• Standard Rates
 Implementation (cont.)
Life Event Reasons
The “Key” is to think about how you want
your spreadsheet to look
• Defining how many needed
• Annual Review
• Bonus
• Stock Options
 Implementation (cont.)
What is a Derived Factor?
• The compensation to use as a base for
Merit Increase, Bonus, or Lump Sum Merit
• Hourly Rate
• Annual Salary
• Prorated (Fast Formula) vs. Stated Salary
Derived Factor
 Implementation (cont.)
Eligibility Profiles

Who gets What?

• Merit All Eligible Employees
• Bonus Management
• Stock Options Executive
Eligibility Profile
 Implementation (cont.)
Plan Types

• Stand Alone vs. Combination Plan

 Implementation (cont.)
Setting Up Plans
• Combination
Options (Merit and Lump Sum Merit)
• Setup your plan years
• Determining Tasks
– Set Budgets
– Allocations
– Promote/Change Jobs
– Rate Performance
– Manage Approvals, Review and Submit
– Employee Statements (Need to configure)
 Implementation (cont.)
Plan Enrollment Requirements
• Life Event
• Plan Year
• Self-Service Display dates
• Freeze Date
• Approval Hierarchy
• Eligibility Profiles
 Implementation (cont.)
Approval Hierarchy
• Standard functionality uses Supervisor
Hierarchy
• AME (Approvals Management), Position
 Implementation (cont.)
Standard Rates
• Budget Distribution
• Eligible Salary (Based on Derived Factor)
• Worksheet Allocation ( Attach Elements
for stock, Lump Sum, and Bonus)
• Budget Reserve
 Testing (Processing)
• Running the Participation Process
-One employee vs. Concurrent Program
• Compensation Workbench Post Process
• Back-Out Compensation Life Events
Process
• Compensation Workbench Refresh
Process
• Compensation Workbench Close
Enrollment Process
 Testing
Compensation Workbench
• Setting Budgets
• Allocations
• Assignment Changes (Promotions)
• Switch Manager Functionality
• Web ADI
Set Budgets
Allocation Worksheet
Switch Manager
Web ADI
Employee Statements
 Testing
Points of Help

• Need plenty of time for testing because it

can involve many people
• Personalizations will be necessary
 Implementation & Testing
Time

6 weeks to 3 months
Factors that determine ranges
• Complexity of the processes such as how
bonuses are determined
 Contact Information:

Ted Geary
tgeary@natronatech.com
775-233-0348