beqomPay Suite 1.8 - Feature release notes
This article details the latest improvements introduced in version 1.8 of the beqom Pay Suite application, their benefits for our end-users and their principles of use.
Compensation
Date format and decimal & thousand separator settings
Version 1.8 introduces two new settings for date format and decimal/thousand separators in the Pay Suite application. These settings are applied across the whole platform, everywhere date formats and decimal/thousand separators are applicable.
These settings are available at two levels:
Platform-level: defined by the system administrator, the settings selected at platform-level are applied by default for all end-users, provided that the
End-user level: defined in the user preferences, the settings defined at end-user level override the platform-level settings.
Platform-level settings
The date format and the decimal/thousand separators are part of the application cultural settings. As such, they are tied to the default language selected for the platform; i.e. the selected language determines the default format of the dates and of the numbers. However, as of this version, it is now possible to customize this to an extent under Workbench > Platform Setup > Cultural Settings, as illustrated in the following figure:
Date and number formatting settings in Workbench
Two options are available for the date format:
Numeric: this format is used to display the date in short format, like 23/01/2025.
Alphanumeric: this format is used to display the date in abbreviated format, like 23 Jan 2025.
The decimal separators and thousand separators cannot be customized; they depend on the selected language. The Format preview section lets the administrator see a preview of the decimal & thousand separators, as well as of the date format.
This is an note/information message.
The default language of the platform is US English. It can be changed by the system administrator in Workbench > Platform Setup > Cultural Settings.
User-level settings
When importing data into the Pay Suite platform, the Worker contains a mandatory parameter - PreferredLanguage - that determines the language for all end-users. If the PreferredLanguage field contains a value that is supported by the application, then the application will be set up in this language automatically and users can still change this preference in their user settings. If the value contained in the PreferredLanguage field is not one supported by the Pay Suite platform, then the default language of the platform is applied and users can the parameter in their user settings. Whatever the case, if a user preference different from the system default is defined in the user settings, this preference always overrides the system default.
The User settings page was improved in this release. It now contains a section called Language & format where the user can select the language and adjust the date display format, as illustrated in the following figure:
Date and number formatting settings in the user settings
Population selection during compensation round configuration
The latest version of the Pay Suite application enhances the compensation round configuration with the introduction of population service. It is now possible to select a predefined population, ensuring that the data model includes only the relevant workers. This improvement streamlines setup, reduces manual effort, and increases accuracy in compensation management, as illustrated in the following figure:
Predefined population selection
The Compensation population summary section does not yet display a count, but this functionality is set to arrive in the next release. Additionally, the ability to include or exclude individual workers will be introduced soon, offering even greater flexibility in defining compensation populations.
Bonus plans in Compensation
A new element has been introduced under Compensation, Bonus Plans, serving as the foundation for upcoming bonus compensation rounds. This addition lays the groundwork for a more structured and efficient bonus allocation process.
This version includes the first set of features that will support this functionality in future releases:
Bonus plan list: lists of all the bonus plans with summary cards at the top. In this view, the compensation admin can search for the relevant bonus plan by the name or code . It is possible to filter the list by Type and Status.
The following figure illustrates the bonus plan list:
Bonus plan list in Compensation
Bonus plan creation: the creation of the bonus plan consist of several steps available in a standard wizard. The first step, Plan details, lets the user provide the name of the plan (required field) and its code (required field). A Description field (optional) is also available. At this step, the compensation admin can identify what type of the Bonus plan is needed. There are two types:
Discretionary bonus
STI: KPIs with payout curves
This is an note/information message.
The type of the bonus plan determines the steps of the bonus plan creation wizard.. For the STI: KPIs with payout curves type, an additional step is required.
The following figure illustrates the configuration wizard of the Discretionary bonus plan type:
Discretionary bonus configuration wizard
The following figure illustrates the STI: KPIs with payout curves bonus plan:
STI: KPIs with payout curves configuration wizard
Population of the bonus plan: the second step of the bonus plan configuration wizard is Population. This step now works in the same way as the Population step of the compensation round currently, i.e. the user can select one or many predefined populations. The ability to include or exclude individual workers will be introduced soon, offering even greater flexibility in defining compensation populations.
At the moment, the only options in the bonus plan are Save & exit or Cancel. Save & exit creates the bonus plan in Draft status. The rest of the functionality will be released with the next version.
Payout curves in Compensation
Version 1.8 introduces a new element under Compensation: Payout Curves, acting as a key driver for bonus plan configuration and subsequent calculations in bonus compensation rounds. This addition establishes a structured framework for determining payouts, ensuring precision and flexibility in bonus management.
This version includes the first set of features that will support this functionality in future releases:
Payout curve list: lists of all the payout curves with summary cards at the top. In this view, the compensation admin can search for the relevant payout curve by the name or code . It is possible to filter the list by Type and Status.
The following figure illustrates the payout curve list:
Payout curve list in Compensation
Payout curve creation: the creation of a payout curve plan consist of several steps available in a standard wizard. The first step, Plan details, lets the user provide the name of the plan (required field) and its code (required field). A Description field (optional) is also available. At this step, the compensation admin can identify what type of the Bonus plan is needed.
The following figure illustrates the payout curve configuration wizard:
Payout curve configuration wizard
Payout curve settings: the second step of the wizard, Payout curve settings, offers clear on-page guidance to configure the payout curve. At this stage, the result range and payout range must be specified, both essential for ensuring payout curve validation.
The following figure illustrates the payout curve settings page:
Payout curve settings step
Next, the curve type is selected, with Linear curve set as the default option. Based on the defined result and payout ranges, it is then possible to create the thresholds distribution, providing a structured approach to payout calculations.
A chart of the distribution of the threshold, along with the description of the result and payout ranges, is automatically built in the Chart preview section.
At the moment, the only options in the payout curve are Save & exit or Cancel. Save & exit creates the payout curve in Draft status. The rest of the functionality will be released with the next version.
Performance Management
Career development
Version 1.8 introduces key updates to both worker and manager workflows, streamlining the career development process, improving visibility, and ensuring structured interactions, as well as improvements to the notifications part of the feature.
Worker functionality
Workers can now actively contribute to their career development by submitting their inputs directly to managers. Inputs can be provided without mandatory fields, offering flexibility in the process. Submissions are made from edit mode, and once finalized, they become read-only while being instantly published to the manager. The timeline updates automatically, marking the first step as completed for both workers and managers.
After submission, workers can review their inputs in read-only mode, ensuring transparency while preserving data integrity. Career chat remains available for ongoing discussions, and access to the view mode is possible from the Passport list or notifications. To maintain a focused experience, the Edit and Submit buttons are removed once inputs are finalized.
Once managers submit their feedback, workers gain read-only access to the responses, ensuring full visibility without the ability to modify them. At this stage, the career chat is disabled, marking the discussion as complete.
Manager Functionality
Managers now have enhanced tracking of career development plans through the Planner, available via Planner > Performance > Career Development. Direct reports are listed under the Workers section, with structured career discussion templates for each individual. If no career plans exist, an empty state is displayed for clarity.
When providing feedback, managers can save their inputs in draft status, allowing them to refine their comments before finalizing submissions. By default, inputs open in view mode, with an option to switch to edit mode using the Edit button. Managers can add comments to various sections, save drafts, or, if the worker has already submitted inputs, proceed with final submission.
Submission is now structured and sequential—managers can submit their inputs only after the worker has completed their step. Submissions are possible from both view and edit modes, and once completed, inputs are published to the worker. The timeline updates accordingly, marking both the first and second steps as completed.
To ensure a clear workflow conclusion, managers can now close the career development process after submitting their inputs. Upon closure, the process status updates to Closed, providing a clear record of completion in the table.
These enhancements improve alignment between workers and managers, ensuring a structured, transparent, and seamless career development process.
Notifications
To ensure timely updates and seamless communication, new notification features have been introduced for both workers and managers throughout the career development process.
Workers now receive a notification when their manager submits inputs. The alert appears in the bell icon and is also sent via email, ensuring visibility across platforms. Clicking the notification redirects directly to the career development page, allowing workers to review the submitted inputs without delay.
Managers are also notified when workers submit their inputs, keeping them informed and enabling them to take action as needed. Similar to worker notifications, the alert is displayed in the bell icon and sent via email, with a direct link to the career development page for quick access.
Additionally, once the career discussion process is published, workers receive a final notification, confirming that the process has been completed. This notification, available both in the bell icon and via email, provides direct access to the career development page, ensuring full transparency and visibility at every stage.
Administrative changes
On the administration side, it is now possible for performance administrators to add a description to the career development plan template. This description will then be visible to the workers and managers in Passport and Planner.
PDF generation for goals
This new feature enables users to generate a PDF version of their goals, providing a structured report that captures progress, key details, and related discussions. This enhancement ensures easy documentation and streamlined goal tracking for both workers and managers.
The PDF generation option is available to the goal owner, the owner's manager, and the goal creator. The button is accessible at any time for all goal statuses, except for drafts. This feature is exclusive to the web version, ensuring optimal formatting and readability.
The generated PDF includes comprehensive goal-related information, structured into the following sections:
Core information: Displays details about the goal owner, goal title, status, priority (if applicable), overall progress, and the document creation date.
Details section: Covers the goal plan, including plan name, type (individual or organizational), and weight if applicable. It also lists participants (creator, owner, and owner's manager), description, measurement criteria, deliverables (title, due date, status), behaviors, goal alignment, and uploaded files with visibility information.
Discussion section: If comments exist between the worker and manager, the PDF captures them, including the user's photo, name, date, and comment text.
Progress trail: mirrors the progress trail as seen in the UI, providing a historical view of goal updates. This section is visible only to the goal owner and their manager.
This feature ensures that goal-related discussions, progress tracking, and key milestones are well-documented, making goal management more structured and transparent.
Goal plan PDF management
On the configuration side, goal plan creators can enable the PDF feature and define which communication rounds should include PDF delivery to users inboxes. Additionally, administrators have the option to configure automatic PDF distribution to workers' documents, ensuring streamlined goal documentation without manual intervention.
On the worker side, worders can now send their generated goal PDFs directly to their inbox for easy access and record-keeping.
For closed goals, the Print PDF button is the primary action, with Send to Documents as a secondary option.
For goals in any other status, these options are available via the three-dot menu.
The file name follows the pattern GoalName_User Name_DateTime. In addition, workers download and store their goal PDFs by saving them directly from the print preview in their browser, allowing for local access and offline record-keeping.
Pay Transparency
HRBP Ability to manually import document for a worker
Users with the HRBP professional role now have the ability to manually upload documents for workers within a specific communication round, ensuring greater flexibility in document management. This option is available only for workers who do not already have any existing document for the round. Files can be uploaded either by browsing or using drag-and-drop, simplifying the process.
If a document needs to be replaced, HRBPs must first delete the existing file before uploading a new one. Deletion is only possible during the HRBP Review workflow step. The upload feature supports only PDF files, with a maximum file size of 20MB. These enhancements provide a structured approach to document handling, ensuring consistency and control within the communication process.
The following figure illustrates the upload interface within a communication round:
Document upload in communication round
Configurable hierarchy for communication manager access
Compensation admins can now define the hierarchy that determines communication managers' access within a communication round. This configuration allows flexibility in structuring managerial access, with available hierarchy options including line manager, matrix manager, communication manager, and compensation manager.
After selecting a hierarchy, users can preview the structure before finalizing the configuration. Defining a primary hierarchy is mandatory, while an optional secondary hierarchy can be set up if additional communication managers are needed.
In this release, the configuration feature is available, but communication manager access remains based on the line manager hierarchy by default. The selected hierarchy will not yet impact access permissions, with full enforcement planned for the next release.
The following figures illustrate the hierarchy selection and preview in the communication round configuration:
Hierarchy selection
Hierarchy preview
TCM V10 Synchronization: HRBP Security enhancements
HRBP security access can now be configured with greater flexibility, allowing for inclusion and exclusion based on organizational units or specific workers. This enhancement ensures more precise control over access permissions, enabling tailored security settings that align with organizational needs.
Pay Intelligence
Analytics Hub enablement & configuration page
With release 1.8 of the Pay Suite, it is now easier than ever to activate or deactivate the Analytics Hub. This can be managed directly from two locations:
Workbench > Platform Setup: a toggle enables admin users to turn Analytics Hub on or off for a quick and simple setup.
Data Management > Analytics Hub Settings: this page offers granular control over the Analytics Hub, including activation/deactivation and advanced configuration options.
Analytics Hub for managers
Starting with 1.8, managers can now access reports in Analytics Hub.
In terms of configuration, manager access is set up in Analytics Hub Settings, where the configurator role can enable the setting Manager access. Once the configuration is enabled, managers automatically gain access to Analytics Hub.
This is an note/information message.
HR Users need the Analytics professional role to access the Analytics Hub. However, managers don’t require that role. The activation of manager access will automatically give Analytics Hub access to all managers
By beqom definition, a manager is someone who has at least one direct report based on the "line manager" relationship defined in the data foundation Employment entity. In the Analytics Hub dashboards, managers will be able to see everyone in their reporting line (both direct and indirect reports), ensuring they have comprehensive access to everyone below them.
Report order & visibility
It is now possible to define the order in which reports are displayed, as well as the reports visible for HR Users and Managers separately.
In order to set a specific order and visibility, please raise a ticket to our support team with all the details or get in touch with your account manager. This can also be done using via API, provided that the perform who performs this operation has the Configurator role.
Report enhancements
In this release, the following enhancements were introduced on the embedded PowerBI reports:
Header Icons: the header icons in the visuals were harmonized so that every widget display interactive options at the top. These options should now show across every visual.
CPM Executive Summary: the behavior visual at the center of the dashboard was moved at the bottom next to the behavior distribution visual.
System Usage & roles: the roles table was showing all users with all their roles access and did not interact with filters. A relationship was applied so that this table only shows the population to which the user has access and that interacts with the applied filters.
Review distribution: the review distribution is now being ordered using the order field defined in the rating scale.
Platform
Authorization
This version provides enhanced security and greater configurability while ensuring customers can seamlessly transition to the new access model. Users can manage security attributes via CSV or API, and we have introduced automatic backend mapping to preserve existing behavior while improving access control mechanisms.
Specifically, the security subject attributes were significantly enhanced, providing greater granularity and control when assigning security attributes to users. The updated list of available attributes is as follows:
OrgItemsIds
ExcludedOrgItemIds
IncludeEmployeeIds
ExcludedEmployeeIds
WorkerCountry
WorkerPerformanceEligibility
EmploymentHomeCountry
EmploymentLegalEntity
EmploymentStatus
EmploymentCostCenter
EmploymentMaterialRiskTaker
EmploymentGlobalMobilityFlag
EmploymentHostCountry
EmploymentHostCountryLegalEntity
EmploymentHostCountryCostCenter
EmploymentJobLevel
EmploymentJobTitle
EmploymentJobFamily
EmploymentJobCategory
EmploymentJobFunction
These additional attributes provide finer control over access management, ensuring security is enforced at a more granular level. Users can configure these attributes via:
CSV upload, under Workbench > Platform Setup > Security & Roles.
API
Security attributes can be managed by users who have been assigned the Security professional role.
This is an attention message.
Please note that the information detailed below changes the default access logic for OrgItemsIds.
Previously, security attributes relied on a simpler configuration model. If a user had no attributes assigned to an OrgItemsIds, they would automatically gain visibility into all content within the company.
To enhance security, 16 new "include" attributes were introduced and the default access logic was changed:
The default "no attributes" behavior is disabled: Users with professional roles who have no security attributes assigned to OrgItemIds will no longer have universal access.
Explicit assignment is now required: Users with professional roles must have security attributes defined to gain access.
Updated access flow
To ensure smooth adoption and prevent unintentional access restrictions, the following flow updates were introduced:
Explicit "All company" access for professional roles: users with professional roles will only receive company-wide access if explicitly granted via the OrgItem attribute.
Default access for non professional roles: employees without professional roles will continue to inherit all company access by default, eliminating the need for manual updates.
Back-end mapping for professional roles: A backend mapping ensures that "All company" access is automatically assigned to users with professional roles who do not have specific attributes assigned. This preserves existing behavior for current customers.
CSV file update: when customers download the CSV file, "All company" will now be explicitly included in the OrgItem attribute column for users with professional roles who did not previously have attributes assigned.
Custom root OrgItemIds handling
The root OrgItem external ID is set as "All Company" by default. However, since it is possible to override this value, the system dynamically accommodates changes:
If the external ID (e.g., changing "All Company" to "All Company 101") is changed, the new value automatically appears in the CSV configuration file.
The updated external ID must be used in CSV/API configurations to continue granting "all company" access.
Data Foundation
Enhancements to population criteria definition
Version 1.8 introduces exciting changes in the population builder which will make it easier and more efficient to build population criteria, specifically:
IN and NOT IN operators are now supported, making it possible for users to assign multiple values to a given field.
Drop-down lists are now available for value selection in enums, with multiple selection supported for IN and NOT IN operators.
The following figure illustrates a drop-down list with multiple selection:
Multiple selection in an enum field
Defining populations is now faster and more intuitive with simplified criteria definition and operator support, ensuring a smoother selection process. The improved user experience streamlines configuration, increasing efficiency and making population management clearer and more user-friendly.
Data foundation schema updates
Worker entity update:
New field: WorkRegion (string, optional)
New goal-related entities:
GoalPlan: represents structured goal-setting plans.
GoalPlanTypeAssignment: defines associations between goal plans and their respective types.
GoalAchievement: captures goal completion and performance metrics.
IndividualPayRange entity update
New field: LocalGrade (enum, optional)
New field: GlobalGrade (enum, optional)
New enums:
IndividualPayRangeGlobalGrade: defines standardized global grading for pay ranges.
IndividualPayRangeLocalGrade: defines localized grading structures for pay ranges.
GoalType: categorizes different goal types for structured goal management.