beqomPay Suite 22.1 - Feature release notes
This article details the latest improvements introduced in version 22.1 of the beqomPay Suite application, their benefits for our end-users, and their principles of use.
Compensation Management
Advanced workflow configuration
This release introduces advanced workflows in Compensation Management to provide greater flexibility, configurability, and transparency in compensation review processes across organizations. The enhancement enables Compensation Administrators to design, manage, and adapt workflows to fit various review models, including hierarchical and collaborative approaches.
The Workflow step within compensation round configuration has a refreshed look, allowing users to configure workflows using predefined templates or build custom workflows from scratch. A flexible UI supports complex workflow design.
View of the workflow built from scratch
Two standard templates are now available. The first, Hierarchy-driven template, offers a sequential approval flow based on organizational hierarchy. Preconfigured with four steps, it accommodates complex processes. This template is ideal for structured approval chains such as Manager to Manager+1 to HRBP. The second, Collaborative template, features a single-step workflow where multiple actors work in parallel. Using this template, all stakeholders can contribute simultaneously until a deadline. Therefore, the collaborative template suits calibration or joint decision-making scenarios.
For organizations with unique needs, the custom workflow builder allows admins to add personalized workflow steps, specify step names, and assign actors per step. This facilitates creating fully flexible workflows that are tailored to company-specific processes.
Admins can also define actor permissions and field-level control per step, including Step actions such as Approve and Reject, as well as Field permissions set to either Read (view only) or Write (edit/propose values). Multiple permission configurations within a single step are supported. Additionally, time-based workflow progression can be enabled, automatically moving workers to the next step when the step end date is reached. This reduces manual intervention and streamlines time-driven processes.
Users can edit workflows even when a round is already in progress. However, adding, deleting, or reordering steps will reset all workers to the first step upon publishing. The system provides a clear warning before applying such changes.
Workflow editing for an in-progress round
Moreover, we have updated the Planner experience with improved workflow visibility. Three new columns are available in the Comp review: Action (for example, Submit), Workflow Step, and Workflow Status. Workflow tracking is now per worker, and users see contextual actions based on their current step. Submitting a worker moves them to the next workflow step. Currently, the application offers single worker submission, with bulk submission planned for a future release.
New Planner columns
Importantly, applying a workflow template overrides existing configuration and cannot be undone. Editing workflows mid-process may also significantly impact workflow progression due to the reset behavior described above.
The advanced workflow feature supports multiple compensation governance models. It enables fine-grained control over approvals and data visibility. Time-based progression reduces operational overhead through automation, while the updated Planner experience enhances process transparency.
Demo
Proposal management in Compensation Rounds
Version 22.1 offers proposal management, a new capability in Compensation Rounds that allows administrators to prepopulate compensation values and provide controlled flexibility for adjustments during the planning process. This feature improves efficiency, consistency, and governance by combining system-driven defaults with user-level adjustments through overrides.
Compensation Admins can now define default proposal values for compensation elements. With proposal management, values are automatically populated in the Planner, which facilitates organizational standardization and faster planning cycles. Users can configure Proposal management within the Team planner view step of the compensation round configuration wizard. The feature is available for compensation element columns. Admins can enable or disable proposal management via a toggle and define how values are prefilled using existing calculated/reference fields or custom formulas through advanced calculations.
Proposal management feature for a comp element
Proposal management toggle and icon
Full support for dynamic calculation logic allows for scenarios such as calculating base pay as contracted salary plus an adjustment factor. Such formula-driven proposals enable alignment with company-specific compensation strategies.
To improve usability and transparency, we have added visual indicators to the Planner. A proposal management icon indicates that a compensation element is system-prepopulated and provides quick access to configuration details, while an override (pencil) icon appears when a user modifies a prepopulated value, clearly distinguishing adjusted values from defaults.
Value edited in a column prepopulated with proposal management
Editability of prepopulated values is governed by workflow configuration and field permissions per step, ensuring proper control over who can view values and adjust proposals.
Users such as Managers and HRBPs can modify system-prepopulated values. Once saved, the value becomes an override, and the system retains both the original default value and the user-adjusted value. Overridden values remain fully preserved even when data loads are refreshed, proposal management configuration is updated, or the compensation round is republished. This ensures data stability and user trust. Users can also revert overrides at any time by clicking the pencil icon and selecting Restore value, which replaces the adjusted value with the latest prepopulated value.
Restore value option
Crucially, overrides take precedence over system updates – a republish or data reload will not overwrite user adjustments. The restore action is the only way to reapply updated defaults.
The proposal management capability reduces manual effort via automated prepopulation. It ensures consistency and compliance with compensation policies, enables controlled flexibility for managers and HR, and increases transparency with clear visual indicators. It also supports advanced scenarios with formula-driven logic.
Demo
Dependency awareness in Compensation Rounds
With this release, we introduce dependency awareness enhancements in Compensation Rounds to boost configuration integrity, transparency, and user guidance. Thanks to these improvements, compensation elements and rules remain logically consistent by preventing actions that would break existing configurations.
The system now actively detects dependencies in real time across eligibility rules, budget configurations, guidelines, and conditional formatting. This ensures that all configuration changes are validated against existing usage. Compensation elements cannot be disabled or unselected if they are currently in use. For example, an element like Increase % cannot be removed if it is referenced in conditional formatting, guidelines, or other rules. Such a logic hinders accidental configuration breaks and data inconsistencies.
Additionally, a new View dependencies option is now available. It provides clear visibility into where a compensation element is used and which rules or configurations are impacted, enabling faster troubleshooting and informed decision-making. To disable or modify a dependent element, users must first remove or update the associated rules, as the system enforces a logical sequence of actions to prevent invalid configurations at source. These dependency checks are applied consistently throughout compensation round setup, element configuration, and rule definition layers, guaranteeing end-to-end consistency in system behavior.
Active dependencies signaled within column configuration
Notably, dependency constraints are strictly enforced – users must resolve all dependencies before disabling elements or removing configurations.
The dependency awareness enhancements improve data integrity and system reliability. They reduce the risk of misconfiguration and broken logic and upgrade the user experience with clear guidance. Dependency visibility also speeds up troubleshooting. Overall, the feature supports scalable configuration in complex compensation setups.
Demo
Performance Management
New portal for career development plan management
Version 22.1 of the Pay Suite platform brings a new portal view for career development processes. In this dedicated management interface, administrators and template owners can now centrally oversee and control career development plans at scale.
The portal is accessible to both local and global template owners in Workbench > Performance Management > Career Development Plans. To open the portal, the user must click the name of a published career development plan template or select the new Manage option in the action menu. A full career development plan management page is then displayed.
Manage option in the new portal
The portal includes two tabs. The Move stages tab allows administrators to move career development processes backward in the workflow. They can choose plans in the Closed and Manager feedback stages and apply additional filters such as organizational unit, manager, cost center, country, or specific worker. The system supports transitions from Closed to Manager feedback, Closed to Worker self-assessment, and Manager feedback to Worker self-assessment, executed via the New plan stage dropdown and the Move career development plans button. A confirmation pop-up appears before execution, and a success banner shows the total number of moved plans, including information about a partial success if any plans are skipped during the process. Importantly, admins can select career development plans in bulk. When a plan is moved, all worker and manager inputs revert to draft mode and must be resubmitted per the workflow. Refusal flags are reset when moving to Worker self-assessment and preserved when moving to Manager feedback. In cases where a worker's manager has changed since closure, the new manager becomes the active participant after reopening, with visibility of prior manager inputs governed by system settings.
Move stages tab
The Manage plans tab provides granular control over individual career development processes through a filterable worker table. From this view, administrators can open a career development plan via the View plan button beneath each worker's name. The view matches the manager experience, with draft inputs and chat hidden for the administrator. A pop-up is displayed when viewing inactive users. Admins can also reassign the plan to another manager by selecting Reassign manager from the action menu. This applies to plans in the Worker self-assessment or Manager feedback stages. Upon reassignment, the new manager immediately becomes an active participant, which proves useful when the original manager is unavailable or cannot participate in the process. Additionally, the tab offers the Generate PDF option.
Manage plans tab
Portal visibility is restricted by each administrator's ABAC scope, and reassignment targets are likewise filtered based on the admin's ABAC permissions, ensuring that access remains secure and scalable at every level.
The new portal ensures centralized management of career development plans. HR teams handling large populations benefit from significantly improved efficiency, while controlled workflow adjustments provide the flexibility needed to adapt to organizational changes.