Using Compensation and Awards Management, you can determine and allocate compensation and awards for your enterprise.
Yes, managers can view employee details for their direct reports and any employee further down in the reporting hierarchy. You can update certain employee information in Compensation Workbench, so you do not have to change functions while you are working in your compensation cycle.
A line manager uses the Allocate Compensation task to award compensation to any employee at a lower level in the reporting hierarchy. Line managers cannot allocate their own compensation.
You can define a budget at the top-level of an organization hierarchy. A high-level manager in the hierarchy issues budgets to managers who have direct reports -- and these direct reports can be managers as well. You can issue monetary amounts or percentages of eligible salaries. You can also use the Allocation wizard to help you calculate the amount/percentages to issue.
Additionally, you can auto-issue a predefined budget (typically as a flat percentage of eligible salaries) to all allocating managers.
Using Switch Manager, you can act as another manager within your security profile, and view or make updates to another manager's worksheet.
The Employee Reassignment feature provides managers a facility to add an employee to their own worksheets as well as to assign employees to other managers' worksheets. The employee reassignment is valid for the selected compensation plan and enrollment period and does not affect the current supervisor relationship.
Yes, using the Promotion and Performance features, you can process a promotion or complete a performance rating and ranking in conjunction with processing a pay increase, bonus, or stock award. Self-service Compensation Workbench uses the same jobs, position, and grades as the compensation professionals use in the "back office."
Oracle HRMS routes a completed worksheet for approval based on the Compensation Workbench hierarchy as specified in the enrollment requirements for the compensation plan. There is a single approval for the entire worksheet.
Additionally, if you use Performance Management to manage performance appraisals, managers can view complete appraisal details directly from the Compensation Workbench allocation worksheet. As a manager, you can review your employees' latest completed Appraisals using CWB without having to switch responsibilities to Performance Management.
If you itemize a compensation plan into two or more components, for example Cost of Living and Performance, you can budget and allocate for each component. You can link compensation components to Oracle HRMS salary components.
Yes, you can budget and allocate compensation across business groups, between different currencies, and plan types within the same compensation cycle.
Yes, you can download information available on the worksheets. Use the Download to Spreadsheet feature to download the default definition or download the custom definition of worksheet columns.
Yes. If your organization requires you to provide justification or supporting documents, then during the compensation process, you can attach files such as a Microsoft Word or Microsoft Excel spreadsheet to each employee record. Note that these attachments are specific to a plan and a plan period and are not automatically carried over to another plan or plan period.
If you do not want managers to attach supporting documents, you can hide the attachment feature using Self-Service Personalization.
Yes, you can use Company Targets as a guideline when you prepare a budget or allocate compensation. Target amounts include an actual target and a range. You can also view the target percentage of eligible salary. You can use the Quick Fill feature to copy the target amounts into the compensation amount for a specific employee or for all employees displayed in the worksheet.
You use Budgeting Targets to view the aggregate of all employee level targets for a manager. For example, if you have two employees with a compensation target amount of 1000 US dollars, your target budget will display 2000 US dollars.
As a manager, you can get a complete view of the compensation, performance, ranking, and job history for all employees in your security group. This includes information about all in-progress transactions as well for salary changes, bonuses, basic or stock option history, ranking, jobs, and details of other non-monetary compensation.
Yes. Employees can view all their compensation information. They can view information about current compensation data and previously processed salary changes, bonuses, basic or extended stock option history, and details of other non-monetary compensations. Employee ranking is hidden by default in the employee view but you can configure Compensation History to make it viewable. Employees can view their job details such as name, date of the job change, position, grade, people group, and reason for the job change.
Yes - Oracle HRMS security features ensure that you view ranking history of employees within your security group. History includes in-progress transactions. This information is hidden from employees.
As a manager, you can assign an Individual Compensation Distribution only to those qualified employees who belong to your security group. In addition, participant eligibility profiles offer a further method to limit eligibility for those employees who are eligible to receive compensation.
Yes. Oracle Self-Service HR provides a workflow approval process. This automatically sends a notification to the supervisor of the manager who distributes the award. The supervisor can either approve or reject the distribution.
Yes - if your enterprise configures employee self-service Individual Compensation Distribution for use by non-manager employees. Employees can use Self-Service Individual Compensation Distribution to contribute to charitable contribution plans, savings bond plans and so on.
Yes. You can allocate compensation awards to employees based on their individual effective date. You can configure the effective date according to your business rules such as date of the employee's last salary increase, or their hire date.
Yes, ICD enables you to view award amounts in your preferred currency to avoid having to convert the currency manually.
You can record the following information:
Registration number
Make and model
Registration date
Engine capacity
List price and value of optional accessories fitted initially and added later
Fiscal rating
Status, and reason for Inactive status
Whether the vehicle can be allocated to multiple users
You can configure Total Compensation Statement to display information based on your enterprise's requirements. You can tailor statements to display information for groups of employees in your enterprise. You can group compensation into categories such as benefits, cash compensation, company stock, stock options, retirement and savings, or create your own custom category. You can display information from various sources, including Oracle Payroll, third party payroll, element entries, and rules (fast formulas).
Yes, you can use Total Compensation Statements to configure and generate statements for contingent workers also.
Yes, you can customize Total Compensation Statements to suit your enterprise's requirements. Besides configuring the items that display in the statement, you can use a rich text editor to format the welcome page for employees to view. You can also add graphs and links to your statements. Employees can print and view their statements in a pdf format at their convenience.