November-2021

WM INDIA PEOPLE ORGANIZATION

COMPENSATION- NEW FEATURES (21C & 21D)

Compensation

Oracle Compensation enables your organization to plan, allocate, and

communicate compensation.
 1. Offered Salary Not Defaulted to 0 : Feature to leave the salary
amount blank instead of defaulting it to 0 when the recruiter selects
a salary basis while drafting an offer.
2. Assignment Switching Introduction in Compensation History:
One can View the related compensation history for their
Compensation assignments by switching the business title. For example, XYZ is a
manager for their primary assignment and an individual contributor
New features for their second assignment. Select XYZ’s individual contributor
business title to see the corresponding compensation history.
-21C 3. Secure Workforce Compensation Plan Setup: Prevent people
from accessing or viewing plan setup by using a new configuration
option and security privilege to limit who has access to plan setup
data

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 4. Copy Individual Compensation Awards During Local And Global
Transfer: Copy current and future individual compensation awards from the

Compensation source legal employer to the destination legal employer during Local and Global
Transfer. For this copy to happen, the legislative data group of the element linked
New features to the individual compensation plan option has to be same for both legal
employers.
-21C
5. Individual Compensation Plan Synchronized With Projected Start Date:
Synchronize the individual compensation plan start and end dates with the
projected start date defined in the offer. The dates are synchronously maintained
to recompute the plan start and end dates whenever the projected start date
changes. Alternatively, One can define a duration so that the plan start, and end
dates are calculated not as the same projected start date, but while considering
an interval or duration

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 •6. Autocomplete Rules For Salary Business Object In
Compensation :
• Improve productivity and save time by using the delivered rules to
set default values and add validation in salary flows. Here's some
examples:
• One can set a default salary basis depending on the Job
FLSA code.
Compensation • One can validate the salary basis frequency depending on
New features whether the assignment is full time or part time. It can also
validate if the next salary review date is within 1 year of the
-21C salary start date and that the salary amount isn't 0. And you
can validate that the salary amount proposed during a
promotion isn't less than the current salary.

• Access current and historic salary details while defining

autocomplete rules using the new view accessors Get Existing
Salary and Get Existing Salary History.

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 •WORKFORCE COMPENSATION :
• Receive Error When Select More Than 20 People For Worksheet
Actions: Receive an error message when try to select more than 20
Compensation people for the following worksheet actions: add or remove Review
Manager, eligibility change, and reassign workers to another
New features manager.
• Change In Job Filter Behavior When Job List Is Greater Than 50:
-21D Improve performance when there are more than 50 distinct jobs
under a manger. The manager can only select a single value from
the job filter list.  When there are fewer than 50 distinct jobs under a
manager, the manager is able to select multiple values from the job
filter list

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 WORKFORCE COMPENSATION :

• CHANGE IN BEHAVIOR IN MANAGER REPORTS: Improve reporting

performance for managers that have more than 500 people reporting to
them. In this case, four manager reports don’t display the Oracle
Compensation Performance Management Ratings. When you use both Compensation
Performance ratings and Oracle Performance Management Ratings or
New features just the Compensation Performance Rating alone the Compensation
Performance Ratings appear on the reports.
-21D • Change In Worksheet Filter Behavior For Managers With More
Than 500 People: Improve worksheet filter performance for managers
with more than 500 people reporting to them. The managers now have
to explicitly open the filter toolbar to access the worksheet filters.

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 •ENHANCEMENTS TO DOWNLOAD SALARIES        
•Enhance people's experience when using download salaries with these
new features:
•Pending Approval Check: You're prevented from loading salary when a
standalone change salary transaction or a global HR transaction that
includes salary, such as Change Assignment, is pending approval.
Because a new salary record is created when you load salaries, this check
Compensation prevents the approver from getting an error after they approve the
transaction pending approval.
New features •Salary Range Violation Behavior: You're prevented from loading salary
outside the range when you configure the salary range violation behavior
-21D to prevent a salary change that violates the salary range.
•Salary Ranges are Adjusted for Differential: You can now see the salary
ranges that are calculated from the differential profile.
•Additional Attributes: You can now see additional attributes, such as
Assignment Number, Location, Compensation Zone, and Compensation
Zone type that can help you better understand salary details.

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 Defaulting When Date In Change Salary Flow Introduction
• Control the defaulting of the when date in the responsive Change Salary
flow using the ORA_PER_EMPL_DEFAULT_EFFECTIVE_DATE profile
option. If you want to make sure that the proposer enters a date, you
can now disable the option to default the date.
Compensation WARN WHEN LATER SALARY EXISTS
New features • Get a warning when you propose a salary change for a date before an
existing salary record. For example, the latest salary starts January 1,
-21D 2021. If you propose a salary change that starts before then, you get a
warning that lets you know that your salary change is valid until the next
future salary, and that you might need to revise the later salary change.

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 Individual Compensation Plan Synchronized With Projected Start
Date Introduction In Pending Worker Actions:
• Synchronize the individual compensation plan start and end dates with
the pending worker’s planned start date, using a new option for plan
dates. You can also define a delay so that the plan start, and end dates
are calculated according to the planned start date plus the delay. And
you can let the proposed change the calculated date while they award
the plan. When the proposer overrides a calculated date, the plan date

Compensation can’t be automatically synchronized any more. The proposer has to

manually intervene for every change in the planned start date.

New features • When you propose an end-dated individual compensation row in the
pending worker stage for a plan that uses the new date option, the end
-21D date now gets carried forward to the hired employee as part of the
conversion.
Journey Support For Individual Compensation Plan Introduction
• Enhance people's experience by configuring Journeys to generate
checklists for new individual compensation allocations. For example,
whenever a manager allocates new individual compensation or an
individual subscribes to a new personal contribution, the request gets
routed for approval. Final approval of the allocation or
contribution creates the element entry for the individual compensation
plan and the listening checklist gets generated.
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 Enhanced Validation When Accepting Manual Grade Step
Progressions
• Prevent data errors when you manually accept proposed progressions
or salary updates. We've enhanced the validation that is triggered when
you use the Accept action in the Review Proposed Progressions and
Salary Updates task.
Compensation FTE ADJUSTMENTS IN HR ACTIONS WHEN SALARY COMES FROM
GRADE LADDER AND SALARY AMOUNT IS DETERMINED BY
New features SIMPLE COMPONENTS

-21D • Compare previous salary to proposed salary more easily in HR actions.

We changed the way FTE adjustments work when the salary comes
from the progression grade ladder and the salary amount is determined
by simple components. Previously in HR actions, the progression grade
ladder component didn't adjust for FTE when the Salary Adjustment
Type field on your progression grade ladder was blank. Now the Salary
Adjustment Type setting on the progression grade ladder is ignored and
the progression grade ladder rate component always adjusts for FTE, if
the salary amount is determined by simple components.

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 Salary Adjustment Type Determines Fte Proration When Salary
Comes From Grade Ladder And Salary Amount Is Determined By
User:

Compensation • Improve accuracy of salary adjustments when changing working hours.

We changed the way FTE adjustments work in Change Working Hours
New features actions when the salary comes from the progression grade ladder and
the salary amount is determined by user. Previously, the salary was
always prorated for FTE when you changed the working hours without
-21D also changing the grade or step. Now the Change Working Hours action
honors the Salary Adjustment Type setting on the progression grade
ladder, if the salary amount is determined by user.

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 TRANSACTIONAL BUSINESS INTELLIGENCE ENTERPRISE
FOR COMPENSATION
New Attributes In Salary Subject Areas :
• Enhance reporting on salary and salary history subject areas by using
new attributes related to salary basis.
Enhancements To Compensation Stocks Subject Area:
Compensation • Reporting on the Stocks subject area can be improved by using the
revised formula to compute the estimated walkaway value
New features
-21D

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THANK YOU!!!