beqomPaySuite 1.11 - Feature release notes

This article details the latest improvements introduced in version 1.11 of the beqomPaySuite application, their benefits for our end-users and their principles of use.

Compensation Management

This document details the exciting new features and enhancements included in the latest release. These updates streamline compensation planning, provide greater flexibility, and enhance reporting capabilities.

Bonus comp round configuration

This release introduces significant improvements to how bonus compensation rounds are configured, offering more granular control and integration with salary reviews.

Integrated bonus compensation round configuration

Users now have the ability to configure bonus compensation rounds alongside traditional salary review cycles, as shown in the following picture:

Round type configuration

To use this feature, ensure that all relevant bonus plans have are in Ready status within the Compensation Management section before initiating configuration.

Flexible round type options

The system now offers more flexibility in defining compensation round types:

• Salary: this option is selected by default and remains a core component of any compensation round. It cannot be deselected.

• Short-Term Incentive (STI) Bonus: this can now be independently enabled or disabled for a compensation round.

• Multiple Bonus Plan Selection: users can select from various bonus plans that are in a 'Ready' status within the system, allowing for tailored bonus configurations.

Compensation element linking

For each bonus plan selected within a compensation round, a specific compensation element must be linked. This ensures accurate proposal generation and calculation of bonus amounts. Standard configurations for currency, exchange rates, and effective dates for these elements remain consistent with previous functionality.

Consolidated key dates and bonus plan period

The key date configuration process has been updated to include timelines for both salary and bonus components within a single view. Crucially, the defined bonus plan period must align with the established KPI due dates to ensure accurate bonus calculations.

The following figure illustrates the configuration of timelines:

Timeline configuration

Segregated population management

To improve clarity and efficiency, population selection is now segmented based on compensation type:

• A dedicated selection for the salary review population.

• A separate selection specifically for the STI bonus population, clearly displaying the associated bonus plan name for easy identification.

Current view of the Population step is presented in the following picture:

Population step in comp round

Configurable bonus elements in Planner

The way bonus-related compensation elements are configured within the Planner has been enhanced. The following columns are now specifically tied to bonus compensation elements:

• Target Bonus

• Calculated Bonus

• Bonus Amount: this field is mandatory and will always be displayed.

Administrators now have the option to disable the Target Bonus' and Calculated Bonus fields if needed, providing greater control over the displayed information, as illustrated in the following figure:

Column configuration panel

Dedicated bonus calculation equation step

A new, dedicated step is now available specifically for bonus-type compensation rounds. This feature allows users to preview the underlying bonus formulas and dynamically configure the target bonus based on available data.

Target bonus settings

Target bonus amounts can now be configured on a per-currency basis, utilizing data model fields. The system supports all active currencies or a selection of compound currencies. An integrated expression builder allows for the creation of custom mathematical logic based on the data model to determine target bonus amounts, as illustrated in the following figure:

Bonus calculation formula creation panel

This is an attention message.

Please be aware of the following limitations in this initial release of the enhanced bonus functionality, which are slated for resolution in the upcoming release:

• Compensation rounds with a bonus component cannot be published in this version. They can only be saved as drafts.

• The actual calculations of the bonus amounts are not yet implemented in this version.

Demo

Compensation round key dates configuration

The process for configuring key dates for compensation rounds has been reorganized for improved user experience. The setting of key dates and the selection of the relevant data model, previously located within the round details, now resides under a distinct Key dates step in the compensation round configuration wizard..

Within this "Key dates" section, users can now:

• Select the Data Model: Choose the specific data model that will be used for configuring and executing the compensation review process.

• Define Freeze and Cut-off Dates: Set the freeze date and cut-off date applicable to the compensation round.

• Configure Timelines: Specify the compensation round timeline (start and end dates for the overall round and for salary adjustments specifically), the bonus plan period (the timeframe relevant for bonus calculations), and the effective dates for both salary and bonus adjustments.

This section is illustrated in the following picture:

Key dates section

It's crucial to note that for compensation rounds involving both salary and bonus, the bonus plan period should be directly aligned with the defined KPI setup for that specific period to ensure accurate bonus calculations. The effective date section allows administrators to specify when the approved compensation changes for both salary and bonus will take effect.

Demo

Validation report with currency

Validation reports now include comprehensive currency information for improved clarity and accuracy.

Currency integration in validation reports

All relevant monetary values within validation reports now display the associated currency, aligning with either the worker's individual currency or the currency of the compensation round. This consistent currency display applies across all relevant fields within the report.

Improved validation report details

When viewing the detailed breakdown within a validation report, users will now see the following budget figures, each clearly labeled with its corresponding currency:

• Target budget

• Actual budget

• Remaining budget

This enhancement provides greater transparency and facilitates easier budget reconciliation.

Compensation history currency display

Each entry in the compensation history section now includes both the worker's currency and the compensation round currency. This ensures accurate tracking of exchange rates and provides a clear representation of compensation values over time.

Consistent currency tagging

All compensation-related fields throughout the validation report are now consistently tagged with their appropriate currencies, eliminating ambiguity and improving data interpretation, as shown in the following picture:

Currency tags

Demo

Guideline configuration enhancements

The guideline configuration functionality has been enhanced to support a wider range of compensation strategies.

Minimum value flexibility in guideline rules

Support for negative minimum values: users can now define negative values as the minimum output for a guideline rule. For example, setting a minimum outcome of -7,000 is now a valid and accepted configuration, as presented in the illustration below:

Negative minimum values

Support for zero as a minimum: the system now allows users to configure zero (0) as the minimum outcome in guideline settings, as presented in the following picture:

Zero as minimum value

This provides greater control for scenarios where no incentive or adjustment is applicable.

Usage enhancements

These new options are seamlessly integrated into the existing guideline configuration user interface. Users can directly input negative or zero values through the standard value entry field and apply these changes immediately

These enhancements provide significantly greater flexibility in designing and implementing diverse compensation strategies, accommodating a wider range of potential outcomes and edge cases.

Demo

Performance management

This release focuses on improving how you manage your goals and career discussions. We've made updates to make these processes more intuitive, efficient, and flexible, so you can focus on what truly matters: growth and development.

Enhanced goal completion and career discussion workflows

We've streamlined how you update and complete your goals, so you can spend less time on administrative tasks and more time on achieving your objectives.

• Simplified goal completion: the Mark as done button is now consistently available after you make any changes to your goal.

• Clearer button functionality: we have renamed the Save button to better reflect its action, preventing confusion.

• Always available Mark as done button: the Mark as done button is now active whenever you edit your goal details. This allows you to update your progress and complete the goal in one smooth action.

• More efficient goal management: you can now update and complete your goals more quickly and easily.

• Simplified workflow: the consistent availability of the Mark as done button removes unnecessary steps.

• Less confusion: the clearer button name helps you navigate the system with confidence.

The placement of the Mark as done button is illustrated in the figure below:

"Mark as Done" button

New feature: "Mark as rejected by worker "

Managers now have a new setting available during the Worker self-assessment stage of a career discussion. This allows them to indicate that the worker hasn't provided their input, and the manager will proceed without it.

• Manager-initiated rejection: if a manager turns on this setting, they can move the discussion to the Manager feedback stage, even if the worker hasn't submitted their form.

• Clear communication: the system clearly labels the Worker self-assessment step as Worker self-assessment (refused), so everyone knows what has happened.

• Worker view: if a manager marks the self-assessment as rejected, the worker can still view the discussion and their saved drafts, but they can't make any further changes.

• Manager actions: managers can still provide feedback, even after marking the self-assessment as refused. They can also un-reject the assessment if needed, giving the worker another chance to provide input.

• Prevention of rejection after submission: once a worker submits their form, the manager can no longer mark the self-assessment as rejected.

These updates are designed to make the system work better for you, providing a smoother, more efficient, and more flexible experience.

Pay Transparency

Static document import for all workers

We've just released a new feature designed to revolutionize how documents are distributed. It is now possible to import a single static document from the communication round builder and automatically send it to all workers in a communication round. This update is designed to simplify the document distribution process, reduce administrative workload, and optimize storage efficiency.

• Upload one document once, and we'll deliver it to everyone, as illustrated in the following picture:

Sending the document to "All company"

• Deliver the right information, uniformly, across your entire workforce.

• Eliminate repetitive, manual distribution tasks.

• The new feature works directly within your existing communication round process, as shown in the following picture:

Import PDF documents step

• Import is available as soon as you publish a communication round.

• The imported document follows your established communication round workflow, including visibility rules, timeline, and release steps.

Pay Intelligence

Career development report pages

We are releasing a new set of career development dashboards in the embedded Power BI Analytics Hub. These dashboards provide visibility of the career development process across the organization. They allow HR and managers to track the progress of career plans: who has completed them, who answered what, or who still has actions to take.

Included report pages:

1. Career Plan Overview: a high-level summary/overview of all career plans across the organization.

   This page provides key metrics such as:

   • Total number of career plan templates available

   • Total career plans created

   • Completion rate of career plans

   • Number of plans currently pending manager completion

   • Workflow status distribution (e.g., Self-assessment, Manager review, Completed)

   • Number of refused career plans

   • Trend charts showing the evolution of self-assessment submissions and manager completions over time

The Career Plan Overview report page is illustrated in the following figure:

Career Plan Overview

2. Career Plan Status: provides a detailed view of the workflow status of career plans by organizational unit and user.

   Key features include:

   • Ability to drill down into data by organizational level to monitor progress at different hierarchy levels.

   • A table grouping users by their manager, showing the number of pending and completed plans per manager.

   • A breakdown of workflow status across teams and departments.

   • A summary of refused career plans, where you have the ability to drill down through org level as well.

   • A detailed final table presenting the users individual career plan, with all the associated details.

The Career Plan Status report page is illustrated in the following picture:

Career Plan Status

3. Questions & Answers : displays detailed question and answer data from each user’s career plan.

   This report page is designed to be highly interactive. Every visual element, including the word clouds, acts as a filter to dynamically adjust the data shown in the other visuals. Users are encouraged to interact with the charts to explore patterns and drill down into specific insights. The central table at the top of the page lists all career plan questions in their defined order. It serves as a control to quickly filter the dashboard by a specific question and view the corresponding responses. Additional visuals include:

   • Total questions and answers

   • Usage breakdown by question type (Text input, Checkbox, Radio button)

   • Word clouds for free text and multiple-choice answers

   • A bar chart showing the distribution of responses for multiple-choice questions. A key feature of this visual is the ability to right-click on a specific question and select 'Drill Down' to explore the detailed distribution of answers for that particular question.

   • A detailed answer-level table at the bottom, showing individual responses by user and question

The Questions & Answers report page is illustrated in the following figure:

Questions & Answers