Conduct workshops with HR and business leaders to define goal-setting processes.
Design goal libraries, cascading strategies, and alignment processes.
Map existing goal-setting practices to SuccessFactors capabilities.
Configure Goal Plan Templates, including:
- Goal fields (goal name, description, status, due date)
- Goal categories and weights
- Cascading and linking logic
Set up Goal Libraries for standardized goal setting across roles/departments.
Define permissions and role-based access for employees, managers, and HR.
Link goals to performance forms and ratings.
Configure SMART goal tracking and alignment dashboards.
Ensure that goals flow into performance reviews seamlessly.
Gather requirements for merit, bonus, and stock allocation processes.
Design compensation plans and eligibility rules based on job levels, grades, regions, etc.
Define budgets, proration logic, and currency conversion requirements.
Set up Compensation Plan Templates, including:
Salary, bonus, and stock components
Guidelines, eligibility rules, and approval workflows
Business rules for proration, budget splits, etc.
Configure Budgeting and Modeling Tools for HR to simulate allocations.
Set up Compensation Worksheets for managers to make decisions within budget.
Integrate compensation decisions with performance ratings from PMGM.
Create rules to drive merit increase or bonus eligibility based on ratings.
Run test cycles to validate calculations (merit, bonus, proration).
Support UAT and prepare test scripts.
Validate integration with payroll or export data formats.
Schedule and monitor the Compensation Planning Cycle launch.
Provide live support to managers and HR during the compensation cycle.
Troubleshoot worksheet issues, access permissions, or data sync errors.
Support quarterly release testing for Goal and Comp modules.
Maintain template versions for annual planning cycles.
Monitor goal alignment rates and compensation cycle outcomes via reporting tools.