beqomPay Suite 18.1 - Feature release notes
This article details the latest improvements introduced in version 18.1 of the beqomPay Suite application, their benefits for our end-users and their principles of use.
Compensation Management
Proxy access in Planner > Compensation
We have introduced a new Proxy feature in Compensation Managepayment which enables authorized users to act on behalf of managers with Planner-only access. This functionality allows designated users, such as HR teams, support staff, and compensation administrators, to enter data and make changes in Planner > Compensation on behalf of another user. The proxy experience follows our established Performance Management proxy model, with a clear banner indicating when someone is acting on behalf of another user.
For complete transparency and compliance, all actions taken in proxy mode are fully tracked in the audit trail, clearly showing both the proxying user and the manager they're representing (for example, "Anna Brown proxying Mitchell Cross"). This enhancement streamlines support workflows and enables more efficient troubleshooting and assistance for managers navigating the compensation process.
Proxy mode in Planner > Compensation
Proxy mode audit trail
Enhanced HRBP security in Planner
Enhanced access controls were implement in order to improve the HRBP experience in Planner. Previously, HRBPs could view all compensation rounds in the Planner, regardless of their assignment status. As a result, HRBPs would see empty worker lists for non-assigned comp rounds, which led to confusion and dampened the experience in the Planner.
With this update, HRBPs now have streamlined visibility: they can only see compensation rounds to which they've been explicitly assigned, while non-assigned comp rounds are completely hidden from view. This targeted approach delivers a cleaner, more intuitive interface that ensures HRBPs can focus exclusively on the compensation rounds relevant to their responsibilities.
Enhanced statement generation for bonus compensation elements
The compensation statement PDF was improved to provide more accurate and comprehensive bonus-related information. The enhanced PDF now delivers clearer visibility into variable compensation components with properly formatted data presentation.
Improvements include:
Correct rendering of all goal-related elements, namely goal names, goal plans, goal targets, goal weights, goal achievement within ranges and payout curves.
Removal of unclear placeholder text that caused confusion.
Cleaner, more structured presentation of bonus and variable pay components.
Compensation statement PDF improvements
Performance Management
File Attachments in career development plans
A new capability was introduced to allow the attachment files within the career development process. This enhancement improves collaboration and enables participants to upload relevant documents directly into the career development workflow.
On the administrative side, a new Attach files option is available in the Core components step of the career development plan configuration wizard. Administrators can enable this setting to allow participants to upload files during the career development process.
File attachment enablement
On the end-user side, a new File upload section is now available for both workers and managers when this feature is enabled. This enhancement supports up to 10 file attachments per participant, allowing for more comprehensive documentation during the career development process.
Workers can upload supporting files during the Self-assessment step, while managers have the ability to add files during the Manager assessment step.
File attachment in the career development plan
Demo
Additional goal details in review PDF
The PDF generated from performance reviews was enhanced to provide more comprehensive goal information. While the previous version contained only limited details about goals, the updated PDF now includes both goal weights and goal descriptions, delivering a clearer and more complete summary of the performance review. This enhancement is particularly valuable for organizations that rely on weighted goals for scoring and evaluation, ensuring that workers and managers have full visibility into all goal-related components when reviewing performance documentation.
New information in the performance review PDF
Advanced flexibility for goal type configuration
The goal type settings were improved in order to provide greater flexibility in goal creation permissions, better supporting diverse organizational policies.
Previously, the configuration options only allowed managers create goals for their direct reports or for direct reports and organizational units below them. They could not however create goals for themselves, which created challenges for organizations expecting managers to set personal goals alongside team objectives.
With this enhancement, administrators now have expanded configuration options that enabled them to specify whether managers should be allowed to create goals for their direct reports only, or for direct reports and below, with the addition of an optional setting that enables managers to create goals for themselves.
This update delivers a more flexible and agile goal-setting framework that accommodates varied organizational requirements while eliminating previous system limitations.
Additional goal creation permission options
Data Foundation
Improved hierarchy selection for population criteria
We have significantly improved the population definition process by introducing hierarchy-aware selection capabilities for organizations, legal entities, and cost centers.
Instead of manually typing External IDs, users can now select values from an intuitive visual pop-up that displays both the ID and name of each entity, making selection more user-friendly and accurate. The new interface offers full hierarchy awareness, allowing users to select parent entities and automatically include all sub-entities, with expandable/collapsible hierarchical structures for easier navigation. Population previews were also enhanced to explicitly show which entities and sub-entities are included, providing greater transparency and reducing configuration errors.
The system now intelligently adapts to different operators:
IN / NOT IN: supports multi-select
EQUAL TO / NOT EQUAL TO: enforces single-select only
These enhancements significantly improve usability, reduce the likelihood of configuration mistakes, and make population creation more intuitive for all users.
Hierarchy selection for population definition
New compensation data schema
We have redesigned our compensation data architecture to address significant challenges with the previous single-entity approach.
Previously, all worker compensation records were stored in a unified CompensationHistory entity, which forced users to fit both contracted and paid compensation data into a single structure. This design created multiple operational inefficiencies:
It required effective date ranges even for point-in-time events like salary changes
Necessitated the use of arbitrary far-future end dates (such as 2099-12-31) to maintain current records
Imposed substantial change management overhead. When compensation changed, existing records needed to be closed by updating end dates and insert new records with updated rates.
Because the business key couldn't be updated incrementally, any changes required full historical re-ingestion, making the system difficult to maintain and creating unnecessary complexity for what should have been straightforward compensation updates.
The new schema introduces two separate entities, each serving a clear and distinct purpose.
ContractedCompensation entity
Used to store what is contracted for a worker (such as salary, pension, allowances, on-target bonus). This entity uses a single effective date per record - no end date required.
It is ideal for base salary, on-target bonus (OTB), pension contribution and fixed or recurring allowances.
Here are the key fields of this entity:
WorkerExternalId: unique worker identifier
CompensationElementExternalId: Links to the relevant compensation element
AmountSource: enum value indicating how the amount is derived: FixedAmount (for example, base salary) or Percentage (for example bonus as % of base pay)
Currency: currency of the contracted amount
ContractedAmount: agreed amount
Percentage: percentage of the element. (for instance, 15 for an OTB record)
PercentReferenceCompElementExternalId: If AmountSource = Percentage, this links to the referenced compensation element (for example Base Pay for OTB)
CompensationReason: reason for the update (optional)
EffectiveDate: date the record becomes effective
PaidCompensation entity
Used to store what has been paid to workers. This entity uses effective date ranges (start and end) - making it ideal for payments that occur over a period.
It is ideal for actual bonus payments and historical compensation payments.
Here are the key fields of this entity:
WorkerExternalId: unique worker identifier
CompensationElementExternalId: Links to the relevant compensation element
Currency: currency of the contracted amount
PaidAmount: amount paid to the worker
PaymentDate: specific date the payment was made
DerivedFromCompElementExternalId: new field that links the payout to the related contracted element (for example, Bonus Payout derived from on-target bonus)
CompensationReason: reason for the payment
EffectiveRangeStartDate: defines the start of the payment period
EffectiveRangeEndDate: defines the end of the payment period
Benefits of the new structure
Both ContractedCompensation and PaidCompensation entities now reference a shared CompensationElement entity, which defines the structure and characteristics of each compensation type (such as base pay, bonus or allowance). This architectural separation enables simpler ingestion logic without requiring future-dated end dates, provides cleaner business logic with dedicated entities for contracted terms versus paid history, and facilitates easier incremental updates without full historical reloads. The new schema delivers significant operational improvements:
Simpler data management: update single effective-dated records instead of managing open date ranges
Better data clarity: clear distinction between contracted and paid compensation
Faster and safer ingestion: smaller, incremental updates reduce complexity and processing time
This redesigned approach eliminates the complexity of the previous unified model while providing a more intuitive and maintainable compensation data structure.
Authentication
Enhanced authorization for population assignment in performance review templates
We have improved how authorization is applied when assigning populations to performance review templates in Performance Management
Review admins can now select any available population when configuring a template.
The system evaluates the population criteria to generate the full list of workers included in each population.
We now apply the primary owner’s ABAC rules to ensure that only workers the primary owner is authorized to see can be assigned.
Co-owners assigning additional populations will also have the same ABAC rules applied, ensuring consistent and secure access control across all assignments.
These enhancements provide more flexibility for Review admins while maintaining strict, attribute-based security for worker visibility.