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W W W . W A T S O N W Y A T T . C O M
Salary PlanningRevised April 2006
2
What Do We Mean by Salary Planning?
Salary planning is budgeting or forecasting how much it will cost to give employees additional money
Topics covered:– Salary planning concept
Analyses Models
– Managing performance management systems– Creating a “bring to target” analysis – Creating a merit matrix analysis– Creating other types of analysis
Note: April 2006 brings major change to this function. Comparisons to previous will be tagged > like this
3
What Do We Mean by Analyses and Models?
Each analysis answers a single question, e.g.:– How much will it cost to:
implement a merit matrix? bring employees to minimum of range? bring employees to market? bring employees within 10% of market? deliver an annual incentive?
Models are a chain or sequence of analyses– So any of the above analyses may be part of a model
4
What’s So Great About THAT?
YOU decide how the puzzle pieces should fit together
No model is predetermined
Models may consist of:– One bring to target analysis– One merit matrix– Multiple bring to target analyses– Multiple merit matrices– A combination of merit matrix and a bring-to-target
analysis– A combination one or more merit matrices and one or
more bring-to-target analyses
5
Salary Planning in REWARDIn the Abstract
Multiple types of analyses can be developed
– Merit matrix
– A distribution based on rating alone, or salary division alone
– Bring-to-target, where target can be: A point in a job’s pay range. How much would it cost us if we
brought employees in this job to:
minimum? midpoint? maximum? % range penetration?
A job’s market value or the market value aged to a particular date. How much would it cost us if we brought employees in this job to a current market value?
A fixed increase. How much would it cost us if we gave everyone $500? If we gave a 4% increase?
6
Salary Planning in REWARDin the Abstract
Another type of analysis is modeling annual incentive pay– Percent increase is aligned to salary structure grade– Target percentages are aligned with performance ratings
Threshold Target Cap
Increases can be based upon current programs or on “what-if” scenarios– Using a current salary structure– Developing what-if scenarios/structures
Lump sum may be used in lieu of adding to base pay
7
Is There An Orderly Way to Do This?
YES!!!– Determine which employees will be included within each
analysis– Ensure you have the appropriate performance rating
system(s) in REWARD—both target incentives and merit matrices are tied to performance ratings
– Ensure that target incentive percentages have been included in any salary structures you are using
– Develop your analyses independently of one another– Group analyses into models and run the models
8
How Will Employees Be Grouped?
Some examples of employee groupings:– Business Unit, Division, or Department– Location/Country– Management/Non-Management– Job Family– Incentive Plan– Structure, or Grade
Employees may overlap in analyses– You’re trying different “what if” scenarios
For the best budgeting, do not put analyses with employee overlap into the same model— you may count the results for the same person twice, or even more!
9
What You Need to Begin
For a matrix, performance rating system and/or codes entered into REWARD– Multiple rating systems may be added– Codes may be numeric or character
For range-based increases, salary structures or pay/market ranges in the REWARD system– May also be bands and/or zones
To run scenarios regarding annual incentives, you will need incentive plan percentages:– Cap/Maximum– Target – Threshold
10
Getting There
Click on Analysis or Models
11
Analyses Screen
Analyses may be copied from other users. You can delete yours.
Name your analysis!
Each analysis contains the date, time and person who created the analysis
You have the capability to filter on specific employee groups
Dimensions tell you it’s a bring-to-target (0), distribution (1) or merit matrix analysis (2)
The comment column allows you to describe the analysis more fully
12
Viewing Analyses
Clicking on an analysis name brings up the Analysis View screen.The screen is made up of the following sections:
13
Viewing Analyses
The screen is divided into 4 major sections:
* For merit-matrix type analyses only
Section 1: Header. Defines the parameters.
Section 2: Run stats. (If you have run this analysis at least once, under the headers you see a notice of the results.)
Section 3: Guidelines* and Cost Summary figures for the run.
Section 4: Truing options*
14
Viewing Analyses
Section 1: Header. Defines the parameters.
> NEW: Four parameter sets replace the long scrolling edit pages for both bring to target and merit matrix.
To run, click on calculate cost
15
Viewing Analyses
Section 2: Run stats. If you have run this matrix at least once, under the headers you see a notice of the results:
Tells you date/time of last time YOU ran it
You can create a label for each run
Rerun the analysis after tweaking parameters, or after a new data feed
You can print the analysis and results. > NEW: You no longer have to go to the Print tab to print results. Now you can print right from here.
16
Viewing Analyses
Section 3: Summary figures for the run.
General statistics regarding the run
Cost results for the selected, eligible employees
Use this section to quickly create a
print-friendly pop-up view of selected components of the
analysis
17
Viewing Analyses
Section 4: Truing options (matrices only)
Overall info on eligible employees.
There are three different approaches to truing the matrix. We’ll talk about them later.
18
Viewing Analyses
Now for some detail on sections 2-3:
* For merit-matrix type analyses only
Section 2: Run stats. (If you have run this analysis at least once, then you’ll see the date and time of the most recent run, plus a drop-down listing historical runs.)
Section 3: Guidelines* and Cost Summary figures for the run.
19
Viewing Analyses
Click print here to bring up the report-
settings panel. Configure the
settings, and hit print.
(Section 2) Printing
20
Viewing Analyses
(Section 2) Report
21
Viewing Analyses
Section 3: Summary figures for the run.
Specific info on eligible employees whoactually received an increase.
In our example, 1,527 employees were selected (by
means of the filter). Of these, 110 met
the criteria for a pay increase.
22
Viewing Analyses
(Section 3) then Summary by employee
For list of the employees behind the numbers, click on any of these employee counts.
Then click on a letter to pop up the employee detail panel for all the employees whose last name starts with that letter…
23
Viewing Analyses
(Section 3) then Further detail by employee
To show the details of the calculations for each employee, click
button for additional info
24
Viewing Analyses
Once the analysis is run, each cell displays the number of employees (clickable) and the increase amount:
Click to see employees by column, by row, or by cell
#ees$amt
(Section 3) If the analysis is a matrix, you see the guidelines
25
Viewing Analyses
Clicking on a row or column label, or an employee count, pops up a detail view:
Tells us which row/column each employee fell into -- and the conditions that got them there
(Section 3) View guidelines – placement in row and column
•Increase Amount•Lump Sum
button for additional info
26
Viewing Analyses
Detail view shows each line item calculation:
Proration amounts, if any, are broken out separately.
(Section 3) View guidelines – calculation details
27
Viewing Analyses(Section 3) Summary can also show you the results of any previous run.
Select from previous runs to see results
...or Delete previous runs
28
Creating Analyses
Click here to add a new analysis—of any
kind.
29
Creating Analyses
For a bring-to-target analysis, choose this. This is in effect a single-cell matrix, which is
why we say it has 0 dimensions.
Define new analysis in
“Basic Settings” pop-up
30
Before creating a bring-to-target analysis, define your target, which may be– Current base pay plus a fixed-dollar amount, or– Market data aged to a specific date , or– A point within the pay range: e.g.:
Minimum Midpoint Maximum Range penetration
Annual incentives may be modeled with a bring-to-target analysis
Creating A Bring-To-Target Analysis
31
Creating A Bring-To-Target Analysis
Analyses may be adjusted by percentage or dollar amounts
What-if and bring-to-target analyses may use different salary structure scenarios
Target amounts can be delivered as lump sums, which is significant when chaining analyses together as models
32
Creating A Bring-To-Target Analysis
In our example, we will ask the question: what would it cost to bring all US employees to within 95 percent of the minimum for their job’s pay-range?
For every employee in the selected group, we’ll ask:
What’s your job? What is the minimum of the pay-range for your job? What is your pay?
If we can’t answer any of these questions, then we’ll put this employee into the “insufficient data” pile.
Otherwise, we’ll subtract pay from 95 percent of range-minimum, and if the result is positive (i.e., the employee is below our target), then we’ll add that difference to the total cost of the analysis.
This part of the document will detail the creation of such an analysis.
33
Creating A Bring-To-Target Analysis
>Not this:
Section 1: Header. Defines the parameters.
> NEW: Four parameter sets replace the long scrolling edit pages
>Now this:
34
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
4 major sections: Basic, Cell, Costing, and Definitions.
35
Creating an AnalysisHeader. Defines the parameters.
section1 : Basic
Click to define the set of employees to select for this analysis
36
Creating an AnalysisHeader. Defines the parameters.
section1 : Basic – Define population
Brings up the filter expression builder— > format not NEW: Same as before...
37
Creating an AnalysisHeader. Defines the parameters.
section1 : Basic– Define population
Define employee set, click add
expression...
> NEW: Structure now available for filters!
38
Creating an AnalysisHeader. Defines the parameters.
section1 : Basic– Define population
> NEW: Structure fields now available for filters!
Fields available for filters: • basic EE and job fields • job properties• employee propertiesplus• annual hours worked• annual incentive pct (from the grade)• compa-ratio• grade code• grade rank• hours in a standard year• market ratio• max• mid• min• pay (as defined by the analysis)• range penetration• structure code• structure name• structure version
39
Creating an Analysis
Enter filter description...
Then press save
Header. Defines the parameters.
section1 : Basic– Define population
40
Creating A Bring-To-Target Analysis
Basic settings are defined...
Click on text
Header. Defines the parameters.
Section 2 : Cell
So now define the cell.
41
Creating A Bring-To-Target Analysis
Enter a general
description of the analysis
It’s important to be clear and simple here.
Header. Defines the parameters.
Section 2 : Cell – What is being calculated?
42
Click to enter the cell and
add formulae
Then click to add the first
element
Each cell has its own formula. The formula can have many steps, or cell elements.
Since this is a bring-to-target analysis, this analysis will have only one cell.
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : The formula (for the single cell) that calculates the cost for each employee
43
This brings up the screen to define the formula for a cell.
These are the things a cell element can be
These identify the cell element
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Elements of the formula
These modify the result of the calculation
44
Cell element identified.
First operator is always “Starts with”
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Elements of the formula: FIRST ELEMENT
Possible values for this element of the formula
Click “define” to define pay or market, if chosen
Adjustments to the value of this element
45
Add multiplier for 95%
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Cell – Formula elements - multiplier
46
Click save to save this
element of the cell formula
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Cell – save this formula element
47
Click add to enter the next element of the
cell formula
Now we have the first element of the cell formula
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Cell – Formula element added
48
New Cell element identified.
Subtract operator
What to subtract
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Cell – Formula element - adding the next one
We are subtracting because we want the difference between 95% of range-minimum and base pay.
49
Pay defined as pay type = “Annual Base Pay (Local)”
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 2 : Cell – Formula elements – defining pay
Click save
50
Click Save here to keep all elements
of the cell formula
Now we have all the elements of the cell formula
Creating A Bring-To-Target Analysis
Summary of specification
Specification
Header. Defines the parameters.
Section 2 : Cell – Formula – two elements added
51
Creating A Bring-To-Target Analysis
Basic Settings and Cell are defined...
Header. Defines the parameters.
Section 3: Costing
So now define Costing.
Click edit
IMPORTANT: The default values for costing work great for annualized, non-prorated analyses. So the costing tab is optional.
52
Creating A Bring-To-Target Analysis
> NEW !Save increases to pay types
Header. Defines the parameters.
Section 3: Costing: storing results, choosing a view
If you create a pay type called, for example, “proposed merit increase,” you could write the results of this analysis to each employee, and use that pay type for analysis elsewhere.
53
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 3: Costing: calculating costs and proration
> NEW Turn off proration, prorate for part-times
54
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 4: Definitions
Master Configurator dashboard is behind this screen...
Click edit
Note that the default values may work for your analysis. So you may not have to edit these.
55
Creating A Bring-To-Target AnalysisHeader. Defines the parameters.
Section 4: Definitions (overview)
Master Configurator dashboard
Selection of pay types General options
Choices for ratings (if the analysis is 1- or 2-
dimensional)
56
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 4: Definitions – Selection of Pay Types
Here “pay” and “market” are used only to determine which cell the employee falls into. For an analysis with only one cell (such as a bring-to-target analysis), these have no meaning.
Example: in a merit matrix analysis, we might define columns as quartiles. How do we calculate quartiles? By determining where somebody’s “pay” falls within a pay-range. Well...what do you mean by “pay?” That’s why you have to define “pay” for the matrix.
57
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 4: Definitions – General options: aging, comparator choice, link type, etc.
Settings for market calculations
Note that you can override your current REWARD settings for match year and aging date, and even make all the jobs use a particular comparator, if you like.
Set a particular job-grade link type
58
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 4: Definitions – Lump sum
“Lump sum” is a way to characterize part of a merit increase differently, so that it can be handled separately from the dollars that go towards a pay increase. This is particularly important when chaining analyses together to form a model.
Example: you may wish to give merit increases only up to a particular crossover point (such as pay-range maximum). Increase-amounts that would put the employee’s pay above that point would be characterized as lump sum values, and computed separately from the increase.
59
Creating A Bring-To-Target Analysis
Header. Defines the parameters.
Section 4: Definitions – Choices for ratings
Since ratings are used only for analyses of more than one dimension, we’ll come back to this later...
If you’re not using performance ratings in your analysis, you can ignore this part.
60
To run, click on calculate (or recalculate) cost
Creating A Bring-To-Target Analysis
Now we have a Bring-to-Target Analysis.
61
Creating A Bring-To-Target Analysis
Calculating arrow box indicates work in progress...
62
Creating A Bring-To-Target Analysis
Finished calculation shows results.
When the run finishes, the results display
And the results of this run are archived for future retrieval
63
Creating a Matrix
Flush with success from building our Bring-To-Target analysis, we will now build a Merit Matrix analysis:
We want to give all US employees a pay increase. We will base the percent increase for each employee on a combination of:
•Range penetration (how the employee is paid relative to the pay-range for their job, often divided into quartiles), and
•Performance rating
We want to give the biggest raises to high-performing employees whose pay is near the low end of their pay range.
We want to give the smallest pay increases to low-performing employees who are near the high end of their pay range.
We’ll express this desire by creating a two-dimensional matrix, with one row per performance rating, and one column per quartile (range penetration, divided into four sections). Each cell in the matrix will have a specific increase percent, to be applied to the pay of each employee who falls into that cell.
64
Creating a Matrix
Define new analysis in pop-
up
For a matrix, choose one of
these two.
Step 1: Basic Settings
65
Creating a Matrix
Define new analysis in pop-
up
This is a distribution matrix, dimension = 1.
66
Creating a Matrix
Use a one-dimensional matrix when distribution depends on only one attribute, such as performance, without respect to position in grade.
Or for stock distribution based solely on grade.
67
Creating a Matrix
Define new analysis in pop-
up
This is a standard matrix, dimension = 2.
68
Creating a Matrix
Basic settings work the same as for the bring-to-target analysis.
For a matrix, define rows and
columns.
Step 2: Define rows and columns for the two dimensions
Note that we’ve set a 5 percent budget. This is optional, but can be very useful, as we’ll see after we run the analysis.
69
Creating a Matrix
Click “define” to select an attribute for rows.
Your choices include most job and employee properties, plus pay and pay-range fields. Here we’ve chosen Performance Rating, assuming that a performance rating value has already been loaded into REWARD for each employee.
70
Creating a Matrix
Define each row
Step 2: Define rows and columns for the two dimensions: define ROWS
71
Creating a Matrix
Row order Row label
Employees with performance ratings of less than 1.5 will end up in a cell on row 1.
Employees with higher performance ratings will be assigned to cells in higher rows.
After new pay reaches this range penetration,
increase goes into lump sum
72
Creating a Matrix
Click add new to save
Then define next
rows...
73
Creating a Matrix
Design the rows the way you want them:
Note that you have complete control over the labels and how they’re defined.
Vary lump sum thresholds by level
Your degree of control allows you to do some cool things. For example, you could combine “Adequate” and “Good” into a single row, which you could call “OK”, which would contain all ratings less than 3.
74
Creating a Matrix
Click on
pencil to edit a row
Click update to keep
edits
Editing existing rows:
75
Creating a Matrix
Press save to keep rows definitions
76
Creating a Matrix
Rows defined!
77
Creating a Matrix
Auto-populate creates one row for each distinct value in the data
> NEW !Auto populateoption
Let’s go back a few
steps... instead of
add for each row,
Auto-populate rows
78
Creating a Matrix
> NEW !Auto populateoption
REWARD has brought in all actual values for this variable and made a row for each.
This is useful because it allows you to quickly see what’s in the REWARD data for the property that you’ve chosen. Unexpected values (e.g. last year’s ratings) will show up here. Note that, if your rating system has more values than are in the data, only the values that are actually in the data will appear automatically.
79
Creating a MatrixProviding descriptive labels and setting orders
Auto-populate sets default labels from the data. They may not make much sense. In this example, we need to provide labels. To do so, click on a pencil…
…and provide meaningful labels for the values from the data. You also get to dictate the order in which the rows will appear.
Click update to save each row’s
changes
80
Creating a Matrix
Check values
to delete
We want to use only
whole values, so
As we saw with range-penetration, you can clump data together to reduce the number of rows. We might decide to consolidate rows. In this case, by deleting, we could roll “Adequate” into “Good,” and “Outstanding” into “Indispensable.”
81
Creating a Matrix
Check ‘all’ to delete
all values
or
82
Creating a Matrix
Check ‘all’ to invert
all values
Note: checking “all” works as “invert.” Handy if only some checked:
AfterBefore
83
Creating a Matrix
Click here to define columns for the
matrix
84
Creating a Matrix
Choose a field that
define column
s
85
Creating a Matrix
1. Enter column
definitions
2. Click add
new for next
column
3. Enter more
column definition
s
Etc.
86
Creating a Matrix
Click save
Columns defined!
In this example, we’ve decided that we want to carve up range penetration three ways, plus over-maximum and under-minimum.
Bear in mind that this is up to you: you can make quartiles, or quintiles, or asymmetrical isocahedriles…
87
Creating a MatrixChoices for dealing with bad data
Not everybody’s data is perfect. What if the analysis comes across an employee for whom the Range Penetration cannot be determined?
You get to decide what happens.
You can choose to ignore that employee (she’ll be added to the Insufficient Data group, and won’t contribute to the calculations). This is the default behavior.
OR you can have REWARD assign that employee to a cell. In this case, we’ve decided that, if we can’t figure out what an employee’s range penetration is, we’ll assign him to the “Top Third” column.
88
Creating a Matrix
What’s going on? Where’s my matrix?So far, we’ve defined the rows (Performance Rating) and columns (Pay-to-
Range Index, divided into tri-tiles). So where’s the matrix?
We have one more step: For each cell that our matrix defines, we need to say what calculation we want to do to employees who fall into those cells. Just as we did with our one-cell bring-to-target matrix, we need to define elements of the formulas that will appear in each cell.
89
Creating a Matrix
Now click edit to add a master
formula
Then add
We’re creating a master formula, which will be applied to all the cells in the matrix.
90
Creating a Matrix
Click link to define pay
When creating a merit matrix formula, we usually start with pay
We need an abbreviation because we want a tiny bit of text to show in each cell
91
Creating a Matrix
Click add for the second element in the formula
First element
defined
We’re starting with pay. As the next element in the formula, we’re going to want to multiply pay by something… In this case, an increase factor.
92
Creating a Matrix
In each cell, we’ll enter a range of increase percents
Second formula element: the increase percent
Note that, if we didn’t want a range of percents, we could enter a single percent increase here.
Default values are optional, but you may wish to use them to pre-fill the grid.
93
Creating a Matrix
Click save to keep
All elements of the formula are now defined
In English: we’re starting with Annual Base Pay, and then multiplying that by a value that will be specific to the cell that each employee is assigned to (based on the intersection of range-penetration and performance rating). We’ll set these values in a minute.
94
Creating a MatrixWe have a matrix! At last!
Note that the increase-percent ranges are all set to the default values that we specified.
95
Creating a Matrix
Click edit
guidelines to set the
individual increase percents
> NEW !Now populate the whole matrix, not just one row at a time
96
Creating a Matrix
> NEW !Now populate whole matrix, not just one row
Enter increase percents (also called guidelines), and click save
97
Creating a Matrix
guidelines for each cell’s
formula
displayed in grid
Click calculate cost to run the matrix
Example cell: employees whose pay is in the middle third of their pay range, and who are rated “Very Good” will be given a 4.0%
increase.
98
Creating a Matrix
REWARD is assigning each employee to a cell, based on range penetration and performance rating, and then multiplying pay by the selected percent for that cell.
99
Creating a Matrix
The grid populates with cost and employee count. You can click an employee
count for a list.
The summary counts are also click-able.
And below...
Example: 25 employees rated “Excellent” are in the first third of their pay range. The cost of this analysis for them (at 5 percent of pay) is $38,397).
100
Creating a MatrixTruing options
Bring to budget using different Sum of current pay
for differently defined employee groups
1. Use pay for Ees selected and
eligible and got increase
2. Use pay for Ees selected, and
eligible, whether got increase or not
3. Use pay for all Ees selected.
Recall that we set a 5 percent budget when we set up this analysis
101
Creating a Matrix
What’s going on? Why are there multiple results?We see that of the 1,527 employees analyzed, only 482 got a raise as a result
of this analysis (mostly because we didn’t give raises to low-rated employees).
So when we say “our budget is for a 5 percent increase,” we need to ask: 5 percent of what?
5 percent of the pay of the employees who got a raise
5 percent of the pay of all employees, including ones that didn’t get a raise
102
Creating a MatrixTruing options
Same budget percent with different Sum of current pay
Produces different increase budget
1. Use pay for Ees selected and
eligible and got increase
2. Use pay for Ees selected, and
eligible, whether got increase or not
3. Use pay for all Ees selected.
103
Creating a MatrixTruing options
Same total increase with different Sum of current pay
Produces different increase ratios
1. Use pay for Ees selected and
eligible and got increase
2. Use pay for Ees selected, and
eligible, whether got increase or not
3. Use pay for all Ees selected.
104
Creating a MatrixTruing options
Click on atrue to budget
We’ve decided that a 5 percent budget means: 5 percent of the pay of the employees that got a raise. We see that we’re only a little over budget, and so we’ll click this “true to budget” button to automatically adjust all the increase percents so that our analysis provides the desired 5 percent increase.
105
Creating a Matrix
Truing Results
Original (before truing)
Trues to(after truing) :
106
Example: Employees whose pay was below minimum, but who were rated “Very Good,” received a 5 percent increase before we hit the button.
REWARD adjusted the increase to 4.3 percent, which made our results match the desired 5 percent overall budget.
Creating a Matrix
Etc. Etc.
Truing Results
Original (before truing)
Trues to(after truing) :
107
Creating a MatrixTruing options
Click on atrue to budget
> NEW !Don’t have to copy the matrix
analysis first !
> REWARD saves it for you...
108
Creating a Matrix
> REWARD saves previous runs
Here
109
Creating a MatrixTruing options
> REWARD saves previous runs
They are labeled, so you know which run
you’re looking at.
110
Creating a MatrixTruing options
Restores original % and all other values
Click on aDate/time to
display previous run
111
Creating a Matrix Analysis
Optional Matrix Settings
Section 4: Definitions – Part 3: automatic use of ratings
Click to create or maintain rating systems
> NEW !
You can also automatically
assign ratings to either rows
or columns
112
Header. Defines the parameters.
Section 4: Definitions – Manage ratings
Creating a Matrix Analysis
113
Header. Defines the parameters.
Section 4: Definitions
> not NEW: Same as before
Click on the name of the performance
management rating system to edit it
Click here to add a new performance management rating system to
REWARD
Creating a Matrix Analysis
114
Adding Performance Rating System Detail
Add your Performance Rating System code
here (e.g., 1, 2, 3, A, B, C, etc.)
Describe your Performance Rating
System code here (e.g., 1 = Exceptional, 2 = Outstanding, etc.)
Rank is the order in which you want the Code + Description to appear on
your screen, once input of performance ratings is complete
> not NEW: Same as before
115
Adding Performance Rating System Detail
How much of the employee population should fall into this
rating
If you want to model a cost analysis for an annual incentive plan, enter the
Threshold, Target and Cap percentages here
> not NEW: Same as before
116
Results of Adding Performance Ratings
> not NEW: Same as before
117
The Old Tool (before Flex Matrix)
Run the merit matrix analysis
Edit the merit matrix analysis
parameters
Merit matrix parameters
It may be useful to review what the old merit matrix tool looked like, as a comparison.
118
The Old Tool (before Flex Matrix)
Merit Matrix Parameters
Merit Matrix Results
119
The Old Tool (before Flex Matrix)
Based on the first merit matrix iteration, here are the percentage and dollar cost.