Welcome to ADP Workforce Now® Compensation Management

Welcome to ADP Workforce Now® Compensation Management
Prerequisite: Getting Started with ADP Workforce Now Security Overview for ADP Workforce Now Workflow Management for ADP Workforce Now Payroll for ADP Workforce Now Custom Reporting Basics for ADP Workforce Now Welcome to ADP Workforce Now Compensation Management for. My name is…. With the rock-solid ADP Payroll® platform as its base, ADP Workforce Now provides industry-leading HR functionality through a modular suite of cohesive services. This course has been designed to provide you with the knowledge and hands on experience you need to be comfortable using the Compensation Management module of ADP Workforce Now. Today you’re going to learn how to process a WFN Compensation Event – start to finish. When we’re finished, you will be able to: Explain key components associated with ADP Workforce Now Compensation Management Identify Compensation Management setup requirements Set up, roll out and process a simple merit Compensation Event Set up, roll out and process a bonus Compensation Event Set up, roll out and process a complex merit Compensation Event Identify special circumstances associated with Compensation Events Export built-in Compensation Event reports Generate custom Compensation reports Trainers: If you encounter problems with WebEx, call WebEx support at If you are unable to join the audio conference, call Level 3 Communications Ready- Access® at Important Notes for the Trainer: If you are training an Associate class, please mention that the HM you (Associates) have is the Client training HM and is provided as a guide/reference. Please use it as we go along this session, and make notes as appropriate. In the database, you will find a Go Green 100 Annual Merit Compensation Event already setup and in “Setup in Progress” status. This event is for you to reference/follow along when explaining the wizard and its components. Note, that in module 3 the participants will be setting up this event in their databases as a hands on practice. Please establish the dates for the 3 Compensation Events to be practiced as Hands on (slides 30, 53, and 65). Determine the dates based on the current pay period in your training environment and by using the information available in the scenario. Make sure that the first day of the recommendation period is the day of your class or before. Otherwise, you will not be able to access the worksheets for making award recommendations. Have participants write the dates in their Handout Manuals to use for the activity later in class. Always follow the DD/MM/XXXX date format. This preparation is for slide 65: When you setup the dates for the Complex Event, make sure you change the salary for Samuel Barbato (only in Trainer database) by going to his Employee Profile page (People > Employment >Employee Profile). Change the amount beside salary field in the range of $200-$500. Make sure that the salary change date matches the complex event date criteria, i.e. falls within the recommendation period and after the cut-off date for your complex event. This will raise a conflict when you finalize recommendation for the complex event. Module 1: Introduction to ADP Workforce Now

Getting to Know You On the whiteboard, type: Your Name Your Location
Your Role Your Expectations 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 This is hands on training. Let’s get started with a quick activity to practice using the virtual meeting tools. Trainer: Post slide 3. Assign a number to each participant and ask them to write down their: Name Location Role – How do you use ADP Workforce Now® … Expectations for the class Discuss and build rapport. Write down their expectations so you can refer back to them throughout the training. 1. Add Text: Click on this icon to add text to the whiteboard. 2. Change Color: Click the arrow to expand a list of colors for your text.

Getting to Know You 1 2 3 4 5 6 7 8 9 10 12 13 14 15 16 Trainers: Upload this 1 slide as content and give learners annotation rights to type in as needed to do the Getting to Know You Activity. In Webex: Participant Assign Privileges Annotate

Additional Tools in our Virtual Classroom
Raise Hand: When you click on this icon a hand appears to the right of your name in the Participants List. Checkmark: To answer a true and false question, use the checkmark to answer yes, or to simply confirm you have completed an activity. X Mark: To answer a true and false question, use the checkmark to answer no. Emoticon: Used to express how you’re doing throughout the course. Trainer : point to Icons on the right (3,4,5,6) and let them know we’ll tell them which one to use, depending on the exercises. Have learners try raising their hand.

Please do not place your phone on hold.
Guidelines To minimize background noise, use your phone’s mute function or on your phone’s keypad, press: *6 to mute the line *7 to unmute the line Return promptly from breaks. Interact. Participate. Ask any question that comes to mind. Make mistakes. This is a safe environment. Please do not place your phone on hold.

Course Outline This course is divided into 8 modules.
Module 1: Introduction to ADP Workforce Now Module 2: ADP Workforce Now Compensation Management Overview Module 3: Completing a Simple Merit Event Module 4: Completing a Bonus Event Module 5: Completing a Complex Event Module 6: Special Circumstances Module 7: Compensation Management Reporting Module 8: Tools & Resources This course is divided into 8 modules. This course is 4 hours long.

ADP Workforce Now Compensation Management
Payroll Performance Workflow Management Security ADP Workforce Now Compensation Management works in conjunction with many other products and features to create a seamless solution. Modules and features that integrate directly with Compensation Management Payroll Performance Workflow Security Trainers: Do not read all of the notes. Highlight key features for your audience. ADP Compensation Management works in conjunction with many other products and features to create a seamless solution. Examples of modules that integrate directly with Compensation Management are Security, Workflow Management, Performance (Talent module), and Payroll. ADP Workforce Now Modules Time & Attendance Timecard information is entered or scheduled in the Time & Attendance module and then sent to Payroll for processing. Example: Timecards have been gathered and approved for processing. The Time & Attendance Practitioner selects the Prepare for Payroll process to initiate the transfer of data to Payroll. Time & Attendance data joins the Payroll data at the Verify Payroll stage and appears on preview and process reports. Once the Payroll is processed, payments are made to employees. Time Off ADP Workforce Now® allows time off information to be entered once and visible in both the Payroll and Time Off sections of ADP Workforce Now®. The two modules also have a direct feed so that Time information feeds directly into Payroll. Example: An employee is entitled to two weeks of vacation. An employee requests one week of vacation through the employee self-service request feature. The time off request is approved and the vacation is automatically paid out through Payroll on the required dates. ADP Workforce Now Modules Continued Human Resources With configurable workflows, online records and intelligent reporting you can reduce the time spent on paperwork, and increase the time dedicated to managing and transforming your people – the lifeblood of your organization’s success. Enter personnel information once and all modules link to that information. Example: Sally Hodgen is hired as a salaried employee and needs to be paid. Sally's name automatically appears in Payroll due to the integration with the HR module. A one-time pay adjustment may be needed if the employee starts mid pay period. Benefits Further optimize your investments in HR and Payroll with ADP’s benefits administration module. Use the simple interface to create eligibility rules and make online enrolment available to employees. Manage your benefits budget by easily monitoring billing discrepancies to help stop premium overages. Additional ADP Workforce Now Modules Talent With a solid recruiting strategy, branded career sites and intuitive dashboards, you can make hiring decisions in a snap. Create a pay for performance culture by aligning employee’s goals to those of your organization and tracking progress. Spot trends and identify candidates for career growth. Analytics Get actionable, trusted insights powered by ADP® DataCloud. Access an array of key metrics - from absence rates to turnover rates — aligned with the most current Human Capital Management (HCM) best practices, plus customizable filters and views for virtually limitless analysis options that are as easy to use as consumer apps. Analytics from ADP enables you to spot workforce trends and diagnose issues quickly and easily. ADP Workforce Now Features Mobile The free ADP app has an elegant interface that provides you and your employees with access to HR, time, benefits and Payroll- related data anytime, anywhere. Features a simple, informative design for employees, Managers, and business executives Accessible from smartphones and tablets* Empowers employees to remotely perform self-service tasks such as clock in and clock out, view pay statements, T4s, time-off balances, and benefits plan information, including employee and employer premium contributions Enables Managers to view and approve timesheets and time-off requests online Cloud-Based Document Storage Go green and harness the power of ADP Document Cloud for fast, simple and secure access to employee digital documents. With its advanced search functions, permission-based file sharing and detailed audit reporting, you can easily ensure the right people have the right access to information when and where they need it. Acquire the added protection of encrypted files role based security, auditing, full back-up, and disaster recovery for your electronic documents – which is much more secure than loose paper files Security The Security feature provides Practitioners with the ability to create security at: Menu level: Practitioners can specify which menus and submenus for which each profile has view and/or edit privileges. Person and company level: Where personal level access is granted. Example: The Payroll Supervisor is responsible for opening the Pay Cycle, reviewing the preview reports for accuracy and then processing the Payroll once validated. Create a custom Practitioners profile that provides access to the menu options for opening a Pay Cycle, previewing reports and processing Payroll. ADP Workforce Now Features Continued Effective Dating The Effective Dating feature allows you to identify when a task will take place, today or in the future. Future-dated entries remain in ADP Workforce Now® until the date entered falls within the Payroll period dates. Example: Annual raise amounts have been confirmed for all associates in the company. The Payroll administrator has decided to be proactive and key the entries in advance with a date in the future. The entries will not take effect until the effective date falls within the Payroll period dates. Workflow Management Workflows can be designed to create a notification or an approval process when specific changes are made. When a change is made, the workflow is triggered and a notification or an approval request goes to the recipient's message center for review. Example: Using the example of a raise, Sally (Manager) enters a raise into the system for Jacob (employee). A workflow is then triggered sending a notification to Sally's Manager with an approval request to Brenda in HR. The item must be approved by Brenda before the change is processed in Payroll.

Home Page Elements and Descriptions
Trainers: Demo each of the Home Page elements in WFN. 1. Mega Menu The mega menus will appear differently based upon the employee's menu security access. 2. Sub Menu Each mega menu contains a sub menu, providing users with additional activities from which to select. 3. Message Centre Workflows trigger automatic messages to the Message Centre. You can view notifications, or edit/approve changes from the Message Centre. 4. Calendar Click this icon to display the Calendar. 5. Support link Access Learning Bytes, online help and additional training documents. 6. Log Out link Use this link to log out of ADP Workforce Now® securely. 7. Preferences Change your preferred language, Message Centre preferences, contact info, password and security questions. 8. My Profile Holds an employee's contact information. 9. Search Search for: People, Activities, Reports or a Directory. 10. People Menu Access employee-level information such as Pay details, Personal Information, Employment Information, Benefits Information, and Statutory Compliance. 11. Process Menu Access tasks such as Payroll Cycle activities, Utilities (Importing/Exporting), Benefits, Tools, Workflows, Time & Attendance, HR, Time Off, Talent and Year End.

Questions What questions do you have about navigating in ADP Workforce Now? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24 Trainer Note: If you do go through all the previous section about navigating in ADP Workforce Now, then do show the slide and discuss. Also, talk about the Job Aid: Compensation Management Terminology.

ADP Workforce Now Compensation Management Overview
Module 2 ADP Workforce Now Compensation Management Overview

ADP Workforce Now Compensation Management
Trainer Notes: Refer HM pg. 16 to discuss Compensation and Compensation Management to set the stage. Then, discuss ADP Workforce Now Compensation Management.

Implementation Setup Employee name, job title, salary/pay rates, Job information Reports-to information Earnings codes Employee self service Manager self service Practitioner rights Manager rights Approval workflow Rating scales Compensation types (created and mapped to appropriate earnings code) Compensation change reasons Security and access permissions ADP Workforce Now Compensation Management requires the following data to be complete in your ADP Workforce Now database: Employee name, job title, salary/pay rates, Job information Reports To information Earnings codes Employee self service Manager self service Practitioner rights Manager rights Approval workflow Rating scales Compensation types Compensation change reasons Security and access permissions Trainer: Please refer to the HM (pg 17 & 18) and review the table that discusses Preliminary Setup Checklist. Tell Clients: For more information refer to the following resources. Additional Resources Configuring events and setting up approval workflows - Workflow Management for ADP Workforce Now Setting up Security and Access Permissions - Security Overview for ADP Workforce Now Setting up Rating Scales - Online Help; Job Aid: Creating a Rating Scale (we will review the JA later in class) Adding Compensation Types and Mapping them to Earnings Codes - Online Help ; Job Aid: Creating and Mapping Compensation Types to Earnings Codes (we will review the JA later in class)

Compensation Event Type
Discussion What type of Compensation Events do you run in your company? Compensation Event Type Examples Base pay increase Merit increase Across-the-board increase Cost-of-living adjustment One-time payment Bonus Lump Sum Trainer – this is a chance for you to find out what type of events they run in their company. Tailor the training accordingly. A Compensation Event is an occasion when a company grants its employees monetary rewards. There are 2 types of Compensation Events: Base pay increase, such as a merit increase, Across-the-board increase, or Cost-of-living adjustment. One-time payment award, examples are bonus or lump sum awards. Types of Compensation Events and Descriptions Merit Increase A pay increase tied to employee performance. Many organizations conduct merit increase programs on an annual basis; but may do so more or less frequently. The process organizations follow to evaluate performance and tie it to pay increase varies from organization to organization. Across-the-board Increase A uniform rate increase granted to all employees or groups of employees in the organization. Cost-of-living Adjustment A rate increase tied to changes in the cost of living (COL). Many employers use the federal government’s COL indices to determine the amount. This increase can be applied across-the-board or to a specific group of employees in an organization. Bonus A bonus is a one-time payment awarded to eligible employees based on the criteria established by the organizations. Frequently, payments are part of an ongoing incentive programs that reward employees on a periodic basis. Lump Sum Lump sum awards are one-time awards used to reward employees who are not eligible for a merit increase yet their performance warrants an award.

Compensation Events Compensation Events can be further classified as:
Simple Complex A simple event is one type of event setup and processed by itself. A complex event is a combination of simple events processed as one event. Examples: A merit event for all employees across the organization. A bonus award for all sales representatives within the organization. Example: An annual merit increase for all employees across the organization and employees above their salary pay grade are also awarded a one-time payment. Regardless of the type of Compensation Event, events can be further classified as simple or complex. A simple event is one type of event setup and processed by itself. For example, an annual merit event for all employees across the organization. A complex event is a combination of simple events processed as one event. For example, an annual merit increase for all employees across the organization and employees above their salary pay grade are also awarded a one-time payment. Simple or complex, events follow the same six stage process; however the processing of payroll is slightly different.

The Compensation Event Process
ROLES PROCESS A Compensation Event consists of six stages, involving four organizational roles. The process ensures that a Compensation Event is set up properly for the right group of employees. It has various approval stages to ensure compensation recommendations are awarded appropriately. Trainer: Please refer to the HM (pg ) for detailed descriptions of each stage, the roles and their responsibilities. Trainer: Review the HM (pg ) for key roles and their responsibilities using Go Green company as an example. Say we will be using this setup for Go Green when completing Compensation Events later in the class. Use the below as guidelines when discussing the roles and their responsibilities: Example Go Green has the following organizational roles that are/will be part of a Compensation Event. Approving Authority: Susan Dearborne, Go Green CEO, is the Approving Authority for all Compensation Events. Practitioner: Donald East, the Director, also the Practitioner, uses ADP Workforce Now Compensation Management to set up, roll out, and manage Compensation Events. Anthony makes award recommendations for his direct reports; approves/rejects recommendations for the Managers’ Manager and Manager before submitting it to Susan (the Approving Authority) to finalize recommendations. Manager’s Manager: Anthony Albright (VP) emulates the Manager’s Manager to make award recommendations for his direct reports Donald East and Todd Anderson. Donald East (Director) acts as a Manager’s Manager for his direct report Samuel Barbato. Similarly, Todd Anderson (Director) acts as a Manager’s Manager for Laura Breyer. Donald and Todd make award recommendations for their direct reports as well as approve/reject each other’s Worksheets prior to submitting it to the Practitioner. Manager: Samuel Barbato and Laura Breyer are the lowest level Managers. They make award recommendations for their own direct reports and submit their Worksheets to the Manager’s Manager. This is a good opportunity to have clients associate the process and the roles to the set up of their own organizations. Refer them to the HM to make notes as applicable.

Planning a Compensation Event
What budget method, if any will apply? What type of event? Is event approval required? What are the timeframes for the event? If so, by whom? Is reward tied to performance? Who is included? Do Managers have appropriate access? Before you begin the setup of your event, gather all the information you require such as the type of event, timelines for the event, who will be included in the event, what is the budget, and so on. Trainer: Please refer to the HM (pg ) to review and discuss key considerations (questions) that must be determined prior to setting up the event. Tell clients: it is extremely important that they do the planning early on so that they have all the information handy when setting up the event using the wizard (we will discuss the wizard shortly). Planning a Compensation Event What type of compensation event are you implementing? Do you use salary/pay grades and red or green circle rates? Do you give lump sum payments in addition to, or in lieu of salary increases? Do you pro-rate award amounts? Will the event require approval? If so, by whom? What is the applicable review period for which the increase or payment is being awarded? What recommendation period you want to establish for the event? What budgetary parameters, if any, do you use? For example: Do you use bottom up or top down budgeting or no budget at all? Will you allocate specified budgets to different employee or organizational groups? What employees are to be included in the event, all employees, one or more groups of employees, and so on? Are the HR Practitioners responsible for setting up and managing the Compensation Event/s have the rights and permissions they need? Do the Managers have the access they need to make, submit, reject and approve recommendations for their direct or indirect reports? Do you use ADP Workforce Now Performance? If so, will you tie employee performance reviews to the Compensation Event? If so, do you have performance review information in ADP Workforce Now? If not, will you apply ratings to appropriate award amounts? Do you provide guidelines to Managers on how to distribute reward amounts? If so, what are those guidelines? Will the same ratings and guidelines apply to all employees? If not, how many different rating structures and corresponding budgetary guidelines do you plan to use? Will you have multiple compensation events? If so, will you need different rating scales for each event? What award guidelines will apply? Or, will a Rating Scale be used?

Demo: The Compensation Dashboard
Starting Point: Practitioner: Process > Talent > Compensation Dashboard Manager: My Team > Talent > Compensation Dashboard The Compensation Dashboard provides information for all compensation activities, and is the key starting point for you to complete most of your compensation-related tasks. Starting Point: Practitioner: Process > Talent > Compensation Dashboard Manager: My Team > Talent > Compensation Dashboard Trainer: Log in to the ADP Workforce Now database and navigate to the Dashboard using the Practitioner credentials. Refer participants to the HM (Pg. 27 & 28) and review the JA: Elements of the Compensation Dashboard. Make this an interactive activity, such as what do you think about the ADD button, Status field, etc.? Compensation Dashboard Elements and their Descriptions Active Events View all Active events. Historical Events View all historical events. Compensation Event Name/Title of the event. Details Details illustrate the relationship of the event to its assigned budget. The legend at the bottom right-hand side corner identifies what each symbol means. Start and End Dates The recommendation period for the event. Progress Bar Indicates the progress of the event related to the number of Worksheets submitted thus far. Click the down arrow to open a window that provides additional information about the progress. Budget Bar Indicates how the event is matching up against the budget, for example: Blue means the event is under budget; Red means over budget, and so on. Click the down arrow to open a window that provides budget details, such as budget used, budget allocated, and budget utilization, expressed as a percentage. Status Provides a status of the event, such as setup completed, rolled out, ready for payroll processing, and so on. Note: The Status Timeline at the bottom shows you where the event falls within the timeline. Action Click the Action arrow to select additional tasks you can perform for an event. Add Button Click Add to access the Compensation Event wizard. Delete Button Click in the check box next to an event then click Delete to delete an event. DEMO

Module 2: Questions What questions do you have about setting up and planning a Compensation Event? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Completing a Simple Merit Event
Module 3 Completing a Simple Merit Event

Stage 1: Setting Up & Rolling Out an Event
Trainer – In this module, you are going to follow a six stage process to complete an end-to-end merit Compensation Event. In Stage 1, you setup and rollout the event using the Compensation Event wizard. When reviewing the various components of the wizard, use the Compensation Event “Go Green 100 Annual Merit” already setup in your (trainer) database as a reference. This event is in Setup In Progress status to allow you to show the various dropdown options and fields as you discuss them over the next few slides.

The Compensation Event Wizard: Event Details
The Compensation Event wizard is a series of tasks designed to guide you to setup and rollout a Compensation Event. This easy to use wizard allows you to setup the event with all the required details that serve as guidelines for Managers to work with when making award recommendations. Trainer – refer participants in the HM (pg. 30) to the Job Aid: Compensation Event Wizard Checklist. Say you can print this, keep it on your desk to use this as a guide every time you begin the setup of your Compensation Events. Compensation Event Wizard Checklist Event Details Enter event name and description. Select Compensation type and Compensation change reason. Depending on the type of event, select pay grades and appropriate award proration method. Select options to send notifications and approval requirements. Enter appropriate dates for the event. Budget Settings Select the type of budget that will be used for the event. Select Employees Select the employees to be included in the event. Review Managers Review the Managers included in the event. Exclude any Managers who do not need to be included in the event. Allocate budget dollars assigned to all included Managers. Guidelines Settings Select appropriate guideline method for making award recommendations depending on whether the event will use performance reviews, rating scales, or neither. Guidelines Define the parameters or rules that apply to the performance rating or rating scale to be used as determined in Guideline Settings step. Summary Review the details that you defined for the event, make needed modifications, and roll out the event. Trainer – after reviewing the checklist, say we will now discuss each step in more detail. Discuss The Compensation Event Wizard – Event Details page. The Event Details page allows you to enter event name and description. In the general settings section, select Compensation Type and Compensation Change Reason for your event. Depending on the type of event, you select pay grades and appropriate award proration method. You also select options to send notifications and determine approval requirements.

Event Details: Compensation Event Timeline
Each Compensation Event has an associated timeline that includes a: Review Period Recommendation Period Cut-Off Date Effective Date Trainer: Refer the HM (pg ) to review the key components of the timeline, guidelines to consider when setting up the dates for an event and share best practices. Tell the participants these will be helpful when we begin implementing events later in the class. Compensation Event Timeline Dates, Descriptions, and Examples Period of time during which employees performance is reviewed in preparation for a Compensation Event. Go Green 100 employees’ performance review is based on the established period of March 1 of the past year to February 28 of the current year. Period of time during which Managers make Compensation recommendations using Compensation Worksheets. After completing performance reviews, Managers have from March 15–30 to make award recommendations. The Recommendation Start Date is the earliest date that you can roll out the event to your Managers. The date on which a snapshot of the database is taken for Compensation purposes. Any changes made after the cut-off date are not considered for this event. Note: The database defaults to the Recommendation Period Start Date. However, the cut-off can occur after that date. Go Green 100 sets the cut-off date on the same day as the Recommendation Period Start Date, March 15. The date on which new Compensation is effective. Go Green 100 has set the Effective Date to be April 15. Guidelines and Best Practices to Establish Compensation Event Timeline Dates Follow the guidelines listed below when establishing dates for a Compensation Event. If you change the Recommendation Period Start Date before rolling out the event to Managers, you must also change the Cut-Off Date. It will not automatically update. Best Practice: Set the Cut-Off Date and the Recommendation Period Start Date to the same date. Any changes made to employee records after the Cut-Off Date may result in conflicts in the event during the final recommendations stage. ADP Workforce Now applies pay increases to the start of the pay period in which the Effective Date falls. When the Effective Date of pay increase is after the pay-period start date, the first pay-cheque reflects the higher rate of pay as of the pay-period start date. Therefore, you may need to make pay adjustments. Best Practice: Align the compensation effective date and the pay period start date. Otherwise, you have to manually adjust employees' pay for that first period to account for the difference in pay between the pay period start date and the effective date of pay increase. If you use ADP Workforce Now Performance, the Review Period defined for the Compensation Event must align to the review period for the associated performance policy in order for Performance and Compensation to work together.

Budget Settings Bottom-Up Top-Down
The organization obtains award recommendations from Managers to form a budget estimate. Top-Down A company officer (higher level management) defines the budget and allocates dollars throughout the organization. Apply one of the following two budget options to a Compensation Event, or apply no budget at all. Trainer – Tell the participants, the annual merit event that we are going to setup uses bottom-up budget option. Bottom-Up The organization obtains award recommendations from the Managers to form a budget estimate. If you select the bottom-up budget option, ADP Workforce Now Compensation Management provides you an estimate for the Compensation Event, based on the specified target award that is either a percentage of employees’ salaries or a stated dollar amount per employee. Top-Down A company officer (higher level management) defines the budget and allocates dollars throughout the organization. Note: With the top-down budget approach, you can only allocate budget amounts on the basis of dollars, not percentages. However, you can define event guidelines (targets, recommended, and allowed amounts) using dollar amounts or percentages. In addition, Managers can enter award recommendations using percentages. Notes: You cannot use bottom-up and top-down budget methods for the same event. If you want to do so, create two events: Event 1: use the bottom-up method to estimate a budget that will then be allocated to Managers in Event 2. Organizations commonly use top-down budgeting.

Select Employees Set up the employee selection criteria using Add Eligible Employees window to include employees in your event. You can build your own list, use an existing list, or search for employees in an alphabetical order. Trainer: Refer to the HM (pg. 36) to discuss the employee selection options.

Review Managers Based on the employees selected for the event, ADP Workforce Now Compensation Management identifies Managers to include in the event. Each Manager included in the event makes award recommendations for their direct reports and reviews the recommendations made by their subordinate Managers (if reporting to him/her). The Review Managers step of the wizard has two crucial components of the Compensation Event setup: Reviewing the management structure through which budget amounts are allocated and through which the worksheets flow. Allocating budget amounts for the event (for events that use Top-down budgeting). To view the Managers assigned for an event, you can do one of the following: Most Senior Managers in the event All Managers Trainer – in the graphic on the slide – All Managers option is selected and therefore you see all the Managers in this event. When All Managers is selected, all of the Managers and their allocated budgets are displayed in the body of the page. Trainer refer participants to the HM (pg. 37/38) & ask them to make notes as required. Review the following elements of this page: Earlier, we discussed some of the tasks you need to complete before beginning to set up events in ADP Workforce Now Compensation Management. One of those is ensuring that Managers have the appropriate access to people and their information. Review the information message at the top of the page. The Review Level field controls the information that is displayed below it. Right now, we are viewing the event level Go Green 100 Annual Merit. When we click Recommendation Summary, the number of employees receiving recommendations from either their Managers or higher level Managers displays. Trainer – tell participants to view the graphic in their HM. When Most Senior Managers in the Event is selected, the Managers listed in the body of the page are those who directly report to the level selected in the Review Level field. In this case, Susan Dearborne's information is displayed because she is the next level down from the event. Event Budget Details section The System Estimated amount is the budget amount automatically calculated by the system using the target estimates defined in Step 2: Budget Settings. The Allocated for this Event field is editable. You can enter the amount allocated for the event, if different from the System Estimated amount. The amount allocated to the Managers for awards, is displayed in the Distributed to Managers field. The Held in Reserve/Available amount reflects the amount held in reserve or available to you for awards you may recommend. Notes: ADP Workforce Now Compensation Management uses existing Reports To relationships, as of the event Cut-Off date, to identify Managers and include them in the Compensation Event. Therefore, it is imperative that these be established accurately in ADP Workforce Now.

Guidelines Settings Select the performance policy (if you use ADP Workforce Now Performance) or a rating scale to setup award guidelines for your event.

Guidelines The average percentage amount that Managers should target.
The percentage range that the organization defines as appropriate for a given rating. The minimum and maximum percentage amounts that Managers can recommend for a given rating. Define award guidelines (as percentage or dollar values) for Managers to follow when making recommendations. Example The merit award guidelines for an employee with a performance rating of Meets Expectations are as follows: Target: 3% Recommended range: 1%–4% Allowed range: 0%–5% Use the table below to determine award guidelines when setting up your Compensation Events: Award Guidelines and Descriptions Target The average percentage or dollar amount that Managers should target for the aggregate of employees with the rating. The target amount must be within the recommended range. Recommended range The percentage or dollar range that the organization defines as appropriate for employees with the rating. The minimum recommended amount must be greater than the minimum allowed amount. The maximum recommended amount must be less than the maximum allowed amount. Allowed range The minimum and maximum percentage or dollar amounts that Managers can recommend for employees with the rating. The minimum amount must be less than the minimum recommended amount. The maximum amount must be greater than the maximum recommended amount. Notes: When applying guidelines to an event, you can define them using any one guideline or a combination of guidelines. For example, you select Target only for each rating or Target and Recommended, and so on. If you want to provide Managers with a guideline of no increase for any rating, you need to enter zeroes in the Target, Recommended, and Allowed fields. If you do not enter anything in those fields, no guidelines will be applied.

Summary Trainer – Tell the participants that on the Summary page, you review all the information you completed in the previous pages. If you need to make any changes, go back by clicking Previous until you get to the page to make the change. Or, you can click the blue step: name at the top to go directly to the page where change is required. Come back to the Summary page to review all the details and roll out the event. Trainer – refer participants to the HM (pg ) to review the event setup information to rollout the event.

Do not try more than 3x to log in it or it will lock you out
Hands on Practice Your Login Information URL: Select Admin Login User Name and Password provided by your Trainer Please write down your user name and password. You need this information to login during our practices. Trainer: Add URL to slide Type User ID and password on a whiteboard, or show the list and assign them to clients from there. Tell clients: Please write down your user name and password. You need this information to login during our practices. Do not try more than 3x to log in it or it will lock you out

Hands On Practice: Completing a Simple Merit Event
Accessing the Compensation Dashboard Setting Up & Rolling Out the Event Handout Manual Page Establish the dates for this event by determining the current pay period in your training environment and by using the information available in the scenario. In the table below is an example of what the dates might look like. Make sure that the first day of the recommendation period is the day of your class or before. Otherwise, you will not be able to access the worksheets for making award recommendations. Have participants write the dates in their Handout Manuals to use for the activity later in class. Always follow the DD/MM/XXXX date format. If Today’s Date Is March 7 And the Beginning of the Pay Period Is March 31 Then Review period: 07/02/ /02/2016 Recommendation period: 09/03/ /03/2016 Cut-Off date: 09/03/2016 Effective date: 02/04/2016 (aligns with the first day of the pay period following the recommendation period) Complete the fields as per the details provided in the HM. When you get to Event Name field, explain the following: If you click Edit Name, an error message “Correct the information in the highlighted field(s)” displays. Always, click the down arrow beside Edit Name to enter the name for the event. When you get to General Settings section, explain the following: Depending on which Compensation type you select, an additional field is displayed. The Compensation Change Reason field is displayed when you select Base Pay. You need to select a reason from the list. When you get to Allow Awards to be Prorated for the Defined Review Period, ask: Who can explain proration as it applies to Compensation? Answer: Proration means to divide, distribute, or calculate proportionately. In the case of Compensation, awards may be prorated based on an employee’s hire date. If the employee worked 9 months out of the 12-month review period, the employee’s total award would be prorated 75% of the total award. Explain the Save and Exit options and the Next button. You click Save and Exit helps save our work while we review concepts. We can come back to our event later to continue through the wizard. You can click Next to proceed through the Compensation Event wizard. When you reach Budget Settings page, say: Go Green 100 is using Bottom-Up budget approach to obtain an estimated budget for this event. Trainer: As you proceed through Add Eligible Employees page, ask the participants to figure out what to do rather than following the instructions in the HM. Use the questions below as prompts. How do you think you begin selecting employees? Answer: Click Add Employees. Knowing we have to select all active employees of Go Green 100, which option will you choose? Answer: Build Employee List or Select Saved List In the Select List field, which list will you select? Answer: Status Is Active In addition to active employees, which filter options will you choose? Answer: Company Code, Is Equal To, Go Green 100; and, Reports To, Is Equal To, Samuel Barbato Note to Trainer: We are using 2 criteria sets for this scenario, to reduce the number of employee records - so that we repeat the steps fewer times. In real-time, clients may have more records based on the criteria's they set. If participants ask about No Company or Go Green 101 options, say that for this activity we are using the Go Green 100. You can set up additional filter options as per your requirements. OR, you can create another event for Go Green 101. Note to Trainer: For this activity, we have selected a small sub-set of employees - hence we are not demonstrating the delete employee's steps. You can show them how to delete employees, say "You may have your own reasons for deleting employees, example terminated/inactive employees.” When you select he employee list, it may also show terminated employees who are not archived, you do not want these employees to be part of the event. When you get to Review Managers page, discuss each of the following: Select the Review Level field to change the information that is displayed on the page. What changes can you identify when we changed the review level from the event level to Anthony Albright, one of the VPs associated with the event? Answers: The Manager's displayed in the Manager Name column changes to Managers who report to Anthony Albright. As a result, in the Employee Recommendations section, the recommendations to be made changes—reflecting the recommendations to be made by each Manager. The Held in Reserve/Available amount changed to reflect the amount available to Anthony to award his direct reports. When the Review Level is Donald East, regardless of selecting Most Senior Managers in the Event or All Managers, only Samuel Barbato is displayed in the body of the page because he is the only Manager below Donald. What does the information in the Recommendation Summary tell us? Answer: Anthony has direct reports for whom he will not make any recommendations, and 5 employees will receive recommendations from his subordinate Managers. Trainer: When you reach the Summary page of the wizard, refer the participants to review the guidelines in the JA: Review Event Setup Information to Rollout the Event. Proceed with rolling out the event. Talk about the: Database Access Permissions to Rollout a Compensation Event Users assigned to rollout a Compensation Event must have full access to the entire ADP Workforce Now database, otherwise they are unable to initiate a Compensation Event. Only Practitioners users with Universal Access can initiate a Compensation Event. Client can request to setup all Practitioners with Universal Access. Alternatively, clients can do the following to successfully initiate a Compensation Event, without impacting user roles: 1. Start/Initiate all Compensation Events for their company at the same time, OR, 2. Assign only the Practitioner user with Universal Access to initiate all the events.

Point of No Return In the ADP Workforce Now Compensation Event process, once you pass certain points, there is no going back, which means you are unable to go back to make any changes to the event. The graphic here illustrates these key “points of no return”. Trainer: Tell the participants that we have reached the first Key Decision Point for our event Go Green 100 Annual Merit. You already rolled out the event, so you can no longer make changes to it. If you find a problem or issue with the event that you rolled out, you can take the following actions: Copy the rolled-out event and correct the problem or issue in the copied event. Terminate the original event and move it to the Historical Events tab in the Compensation Dashboard. Roll out the copied, corrected event. Best Practices: You should not rollout an event until the start of the Recommendation Period. You can create the event and save your work using the Save and Exit button in the Compensation Event wizard at any time. This way you can come back and make additions or changes to the event as many times as needed to complete the event setup and ensure it is correct before rolling it out.

Questions What questions do you have about setting up and rolling out a simple merit event? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Stage 2: Award Recommendations & Worksheets
The event is ready for Managers to begin making award recommendations using the Compensation Worksheet. Managers are notified about the event rollout through the Message Center, if that option was selected during event setup. Otherwise, you have to manually inform the Managers.

Manager & ADP Workforce Now Compensation Management
The Managers can access the Message Center notification in two ways: As soon as they login, the message displays on the screen. Managers click the Message icon from the top, which opens a message window. Note: You may receive a duplicate message center notification, especially if you are a higher level Manager and/or an event approver assigned to work on the event. Delete or ignore one of the two messages. The graphic below shows an example of a duplicate message.

Accessing The Compensation Worksheet
Starting Point: My Team > Talent > Compensation Dashboard To begin making award recommendations, Managers can access the Compensation Event in one of two ways: Click on the Action (…) icon in the Message Center. Navigate to My Team > Talent > Compensation Dashboard. Here, Managers can view the list of all Compensation Events assigned to them. They access the worksheet using the Action arrow for the assigned event and begin making award recommendations for their direct reports.

Elements of the Compensation Worksheet
The Review Process Trainer – refer the participants to the HM to review the key elements of the Compensation Worksheet. Key elements of the Compensation Worksheet and their descriptions are as follows: Compensation Worksheet Elements and Descriptions Event Header The event header provides details, such as the Event Name, Progress & Budget bars Review and Recommendation Periods, Effective Date, and access to the View Detailed Progress page. Worksheet Header The Select Worksheet field displays the highest-level event approver by default. You can select the owner of the worksheet using the down arrow. This is where you also see all the Managers assigned to make recommendations, review recommendations, and approve/reject worksheets, and finalize the event for payroll processing. We will discuss The Review Process in details later. Depending on the selection, you can view only the worksheet owner’s direct reports (Assigned Award Recipients) or All Eligible Employees to participate in the event. To further define the list of employees, use View Employee Filters options. Worksheet The center area is the Worksheet which displays the employees included in the event. It is in this section that Managers make award recommendations and higher-level Managers can view Subordinate Manager's recommendations, depending on the option they select under Select Worksheet field. Profile Employee profile information, such as job title, position start date, home department, associate ID, position ID, and other details. When you click the graph icon beside Salary History, a window displays showing the employee’s salary history graphically. You can hover over points in the graph to see details. Award Calculator Manager can use Award Calculator to explore different award amounts. It provides information about the award guidelines established during setup.

Demo: Emulations What is emulation? Review steps to emulate a Manager
If you do not use Manager Self Service or do not want the Managers to enter their own recommendations, then ADP Workforce Now Compensation Management provides you with an option to make recommendations on behalf of the Managers. This option is called emulation. By using emulation, you can complete, submit, and approve worksheets as if you were the Manager. Trainer: Refer the participants to the HM (pg. 56) and review the JA: Emulations Log in as a Practitioner and demonstrate the steps to emulate the Manager as discussed in the HM. Also, show the steps to stop emulating a Manager. DEMO

Hands On Practice: Emulating a Manager
Making Award Recommendations & Submitting the Worksheet as a Manager HM page 57-58 Trainer: Tell the participants that we are going Emulate Samuel Barbato and make award recommendations on his behalf for his direct reports. As you and participants are selecting performance ratings, discuss the following (as you see fit) As we select performance ratings, the % Award field automatically populates with an award. Why is that? Answer: When we were setting up the event, we opted to have the field auto-populate based on performance rating. Where is the application getting the award to populate that field? Answer: It is the target award defined when establishing award guidelines during event setup. What Happens When You Change a Performance Rating? The % Award field turns yellow or pink. (Try changing for Albert Delaney to Needs Improvement) When setting up the event, you defined award guidelines for each performance rating. When you award a rating and then change it, the shading serves as a warning that your recommendation is outside the allowed range. When you change the performance rating, you must also manually change the award recommendation. Try these to demonstrate: Change the award recommendation to 1. The field changes back to white, indicating that the award is within the recommended range. Change the performance rating to Performs as Expected. The field remains White, as the value is still within the recommended range. Change the performance rating to Exceeds Expectations. The field changes to Yellow, indicating that you need to manually change the award back to 3. Continue to complete the activity and submit the worksheet.

Stages 3-5: Compensation Event Review & Approval
Trainer notes – Review the discussion about The Review Process you did with the participants earlier. Also, refer to the three Stages highlighted above. A Compensation Event goes through these reviews and approval stages until it is ready for payroll processing. Trainer – Discuss The Review Process (see HM pg. 59) as follows: When a Manager makes an award recommendation and submits the Compensation Worksheet, the next level Manager (Manager’s Manager) reviews the recommendations made by the Manager and makes their own recommendations on the Worksheet. When the next level Manager submits their own Worksheet, s/he is approving the Manager’s recommendations and submitting recommendations for their own direct reports for approval. This process continues until all next level Managers in the event have made their award recommendations. Trainer – also discuss The Compensation Event Approval process (see HM pg. 60) as follows: If, during event setup, you elected to require event approval before processing payroll, the person designated as the Approving Authority receives a notification in the Message Center that the event is ready for approval. The Approving Authority must approve the event before it can be processed for payroll. Trainer – refer the participants to the HM (pg. 61) to review the JA: To Approve the Compensation Event for Payout

Managing Conflicts The system identifies a conflict when the Compensation change that you are trying to process for an event, coincides or clashes with some other activity, such as a hire/rehire date change, if that other activity occurred after the cut-off date, but during the recommendation period. The system identifies a conflict when the compensation change that you are trying to process for an event, coincides or clashes with some other activity, such as a hire/rehire date change, if that other activity occurred after the cut-off date, but during the recommendation period. Trainer: Refer to the JA: Managing Conflicts in the HM (pg ). Discuss the table that outlines various types of conflicts, a description and a possible resolution for each conflict type. Trainer Note: This is in regards to the Currency conflict type. All clients may not have Global System of Record turned on. And if that is not turned on, the clients have no ability to have a Currency conflict.

Making Award Recommendations, Reviewing & Submitting the Worksheets for Approval Reviewing & Approving Worksheets HM pages 64-65 Trainer: Tell the participants that we are going the next level Managers to review Managers recommendations, make award recommendations., and submit worksheets. As you and participant complete the activity, discuss the following (as you see fit): During the event setup, we established award guidelines, including the target award, which auto-populates when we select the performance rating. Managers can make award recommendations other than the target by changing the award in the % Award field. Let’s change the award for Bradley Thomas to 5%. What happens? Answer: The field highlights in yellow. Earlier we saw the field highlight pink when we entered an award that is outside of the allowed range for the performance rating. What do you think the yellow highlight means? Answer: We entered an award that is outside of the recommended range but within the allowed range. The yellow highlight is a “soft” warning that you entered an award that is outside the range. Change Bradley's award recommendation back to 3%. Continue with the practice. Earlier in the class, we defined the roles that complete the stages of the Compensation process. In this activity, Samuel is considered to be the Manager and Donald is considered to be the Manager’s Manager. As such, Donald reviews recommendations made by Samuel and makes his own recommendations for his direct reports, all on the same worksheet. He can change the views—Assigned Award Recipients (direct reports) or all Eligible Employees (his direct reports and Samuel's direct reports)—depending on his needs. Similar to Donald East and Samuel Barbato, all other Managers included in this event has to submit their own worksheets and review their subordinate's worksheets until it reaches the highest Approving Authority. Continue with the activity and emulate Susan. Remember when you emulate the highest Manager to submit all the worksheets included in the event, you see a Reject Worksheet button. Here, when Susan Dearborne clicked the Submit Worksheet, the Reject Worksheet button was displayed where the Submit Worksheet button originally was. Susan approved it, so now it’s ready for you to review. Continue with the activity and emulate Go Green 100 Annual Merit event to approve and Finalize Recommendations for your event. In this stage of the process, you may have to resolve conflicts that arise due to employees’ pending rate changes, currency conflicts, or status conflicts. We set up our event such that it would not require approval before payroll processing, we were directed to the Update Pay Rates page that you use as part of closing the event. If, during event setup, you elected to require event approval before processing payroll, the person designated as the Approving Authority receives a notification in the Message Center that the event is ready for approval. The Approving Authority must approve the event before it can be processed for payroll. Trainer: Say we reviewed the action items and steps for Compensation Event Approval by the Approving Authority.

Point of No Return Trainer: Tell the participants that you have reached the second point of no return. Once a Compensation Event is approved, you cannot change award recommendations.

Stage 6: Closing the Event
The last stage in the ADP Workforce Now Compensation Event process is closing the event. This stage consists of two key tasks: Updating pay rates (merit increase), or applying recommendations (one-time payment). Generating and distributing Compensation Notices to the employees. Trainer – Tell the participants that we will discuss Applying recommendations piece later when we discuss one-time payment events.

Updating Pay Rates Starting Point: Process > Talent > Compensation Dashboard Updating Pay Rates Employee pay rates can only be updated after the event is approved and the event status changes to Ready for Payroll Processing. If the Compensation Event is pending approval from the Approving Authority, you have to wait for the event to be approved and the status to change to Ready for Payroll Processing. If the Compensation Event does not require approval, then the status automatically updates to Ready for Payroll Processing. You can access the Update Pay Rates page to begin the payroll process.

Generating & Distributing Compensation Notices
There are three ways to distribute notices to the employees: Message Center Printing and mailing out the printed copy There are three ways to distribute notices to employees: Message Center Printing and mailing out a printed copy

Generating & Distributing Compensation Notices (cont.)
Starting Point: Process > Talent > Compensation Dashboard To send compensation notices to employees, you can either: Create a Compensation Notice template, OR, Use the default Compensation Notice template provided by ADP Workforce Now. Trainer: Tell the participants, you can create your own customized Compensation Notice Template that can be reused for future Compensation Events. Refer the HM (pg. 68) to review the Job Aid: Creating a Compensation Notice Template.

Updating Employee Pay Rates Creating a Compensation Notice Managing & Distributing Compensation Notices HM pages 71-75 Trainer: As you and the participant work through the activities, discuss the following: Discuss the field for selecting a Compensation notice template. You have the option of creating templates for Compensation notices. If you do, you can select that template here. Then, you can customize the text to meet the need of the specific notice. Talk about the Header Graphic and Preview options. Complete the remaining steps of the activity. Now let's update the employees' pay rates. Now that all of the worksheets are submitted for this event, we see several changes to the event in the Compensation Dashboard. What are some of the changes you see? Answer: The bar graph in Details column is in color, rather than gray scale. The Progress and Budget bars are completed. The status changed to Ready for Payroll Processing. If we point to the Progress and Budget bars, we can see details about the event and its budget. Click Legend. According to the information in the Legend, the colored bar graph in the Details column indicates the worksheet is submitted for the event and it is on budget. Continue with completing the activity. Have the participants verify the pay rate updates from the Verify Input page, Employee’s Employment profile page, and the Transaction proof and Register reports.

Points of No Return Trainer: Tell the participants that you have reached the third point of no return. Once a Compensation Event is approved, you cannot change award recommendations. Once an event is sent for payroll processing, you cannot cancel rate changes within ADP Workforce Now Compensation Management. You have to make changes to an employee’s pay on the individual employee’s Employment Profile page in the Regular Pay tile. Trainer: Tell the participants that you have reached the fourth point of no return. Once the date that you entered in the Allow Notice Settings to Be Edited Until field passes, you cannot edit the content of the notice. Once notifications are sent to employees, you cannot recall the Message Center notification.

Module 3: Questions What questions do you have about processing a simple merit event? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Completing a Bonus Event
Module 4 Completing a Bonus Event

Completing a Bonus Compensation Event
A bonus is a one-time payment awarded to eligible employees based on the criteria established by the organizations for example: a bonus paid as part of an on-going incentive program. Follow the same six stage process to setup, rollout, and process the event for payout. Create and map Bonus Compensation Type to appropriate earnings code before setting up the event. A bonus is a one-time payment awarded to eligible employees based on the criteria established by the organizations, such as a bonus paid as part of an on-going incentive program. Example Your company’s compensation structure for sales employees provides them with opportunities to earn quarterly bonuses based on the number of units of product they sell. Bonus events can be set up in the same way as a merit event, using the same six stage process. Before getting started, ensure that the Bonus Compensation Type is mapped to the appropriate earnings code for your company. Let's review the Compensation types in ADP Workforce Now and complete the steps to add and map them to the appropriate earnings codes.

Demo: Compensation Types & Earnings Codes
Starting Point: Setup > HR & Talent > Compensation Types Create Bonus Compensation Type Map Lump Sum Compensation Type to Earning Code 27 - Adjustment Map Bonus Compensation Type to Earning Code 26 – Bonus If a Compensation Event involves awarding one-time payments, such as lump sum awards or bonuses, then it is important to set up the Compensation types in ADP Workforce Now and map them to appropriate earnings codes. Trainer – tell the participants that for Go Green, we are setting up a quarterly bonus event that allows a one-time bonus payment. ADP Workforce Now provides the base pay and lump sum Compensation types by default. You must add the bonus Compensation type and map the bonus and lump sum Compensation types to the appropriate earnings codes. Refer the participants to the HM and review the JA: Creating and Mapping Compensation Types to Earnings Codes (Refer HM pg. 78) Trainer – demonstrate the steps. Review the base pay and lump sum Compensation types – they are already created and cannot be edited/modified (check box is inactive.) A client can create additional Compensation Types and map them appropriately as needed. Mention that this is one of the key setup requirements that you complete prior to setting up Compensation Events and can also be done at the Implementation stage. Trainer – review the scenario: Incorrect Mapping When you map Compensation types to earnings codes, all earnings codes appear including Taxable Benefit, Regular, Commission, etc. that are set up in Payroll for your company. This may cause confusion and lead to incorrect mapping. Before you begin, ensure you have the list of all Compensation Types and earnings codes to be mapped. When you begin mapping, carefully select only the earnings code relevant for the Compensation Event payout. DEMO

Hands On Practice: Completing a Bonus Event
Setting up & Rolling out a Bonus Event Making Award Recommendations, Approving & Closing the Bonus Event Handout Manual Page 80-85 Trainer – Tell the participants that now we have created and mapped the Bonus Compensation Type to the bonus earnings code, let’s setup and rollout the bonus event. Please refer the HM to complete the steps to set up and roll out the bonus event. Have the participants also create and map the bonus Compensation Type and map it to the bonus earning code in their practice databases. Trainer – For this event, set the dates for the quarter that you are currently in. (For example, Jan 01 – Mar 31, Apr 01 – Jun 30, Jul 01 – Sept 30, Oct 1 – Dec 31). Note: For this event, depending on the quarter you select, the Bonus pay may or may not reflect in the Verify Input and Preview Payroll reports. You can verify it if you are in the pay period where this bonus will be paid out. when you reach Step 3: Select Employees Discuss how to use the Mass Assign Target Bonus link. You can use the Mass Assign Target Bonus link to mass assign a different target bonus to all employees or to a select group of employees in the event. The bonus value can be changed from that defined in Step 2: Budget Settings. When setting up an event with a Bottom-Up budget estimate, you see a similar link, it is called Mass Assign Budget Estimate. It works the same way that the Mass Assign Target Bonus link works. When you enter a different target bonus for one or more employees included in the event, the budget estimate increases by that amount. However, when you access the worksheet to award Compensation, you do not see the different estimate for those employees you identified during plan setup. The employees’ Managers enter the bonus for those employees in the worksheet at the time they award Compensation. Refer to the Using Filter Options to Select a Subset of Employees in the HM and discuss the following: In the Job Title field, select DIRSALES - Director of Sales. Then, click Filter. The two employees to whom we mass assigned a different target bonus in the last scenario are displayed. To refresh the full list, click Reset. In the Filter Options section, click Reset. Now, we see the entire list with the varying budget estimates for those subsets of employees who are being awarded differently. Continue with setting up our bonus event. Discuss these while completing the hands on practice as you see fit: Notice the amount in the Held in Reserve/Available field. Who can explain why that is there? Answer: The value is Zero. If we click on Recommendation Summary, we’ll see that all four employees report to Managers and, therefore, will receive recommendations by their Managers. The amount in the Held in Reserve/Available column represents the budget allocated to the Practitioner for those employees’ awards. The Practitioner for event doesn't have to make any recommendations, hence the value is zero. Continue with the hands on practice as per the HM. Stop at Step 6: Guidelines and explain that the entries are different for bonus events. Notice the information message at the top of this page. What do you think that message means? Answer: These guidelines define the percentage of the target award that employees will receive based on their performance ratings. Explain the type of entries Practitioners make in the guidelines matrix. The award targets for this event are defined as a percentage of the bonus target. For example, if an employee exceeds expectations for the bonus event, the employee may be eligible to receive an award up to 110% of the 5% of the eligible bonus amount. Continue with completing the activity. Compete the Payroll Schedule Mapping steps to close the event. (Refer to the mapping of Compensation Type Bonus to the Earning Code that we completed earlier.) Say – we will not be generating and distributing Compensation Notices for this event, as we already practiced in the previous module. The steps remain the same.

Module 4: Questions What questions do you have about completing a bonus Compensation Event? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Break Length of break: Instructions:
Use this when there should be a break in the course. Leave a slide at the end of the presentation so that trainers can use at their own discretion. Make sure bullets are in the template color

Completing a Complex Event
Module 5 Completing a Complex Event

Review: Compensation Events
Simple Complex Any type of event set up, rolled out and processed by itself. Combination of a base pay increase and one-time payment set up, rolled out and processed as one event. Example: A merit event for all employees across the organization. A bonus award for all sales representatives within the organization. An annual merit increase for all employees across the organization and employees above their salary pay grade are also awarded a one-time payment. As we discussed earlier, about simple and complex Compensation Events, we already reviewed and processed a simple merit event and a bonus event. In this module, we are going to work with a complex event, which is a combination of simple events processed as one.

Complex Event: Same Six Stages
Example: A complex event with a Performance Review, Compa-ratios, Lump Sum Awards, and a Top-down Budget. In this module, you are going to complete an end-to-end complex Compensation Event that includes both a base pay increase and a one-time payment award. This event follows the same six stage process and incorporates the following attributes: Performance Reviews Compa-ratios Lump sum Awards (for those employees who might not otherwise receive a compensation award due to their compa ratio) and, Top-Down budgeting. As we discussed earlier, whether simple or complex, all events follow the same six stage process, which begins with the event set up using the Compensation Event wizard. Let’s review some of the key attributes.

Discussion: Performance Review & Compensation Event
If an event is associated with a performance review, ensure that the: Performance review plans are set up prior to setting up an event. The review period is the same for the Performance review plan and the associated Compensation Event. Trainer Notes – Review HM Pg. 87 If a Compensation Event is associated with a performance review, then the performance review results are visible in the compensation worksheet. Tell the participants, they must schedule and complete a performance review that aligns with the review period of the Compensation Event to which it is being attached. Then only will they be able to see the performance rating from the performance review pulled into the Compensation Worksheet. Trainer this might not be available in the database that you are in. Use the Compensation Worksheet example on the next slide to discuss further.

Compensation Worksheet: Additional Elements
Performance Rating field Score Column Performance Review tab Award Calculator Red and Green Circles Peer Ratio The Compensation Worksheet associated with a merit event (such as the one you just created) has additional information and fields for Managers to use when making award recommendations. Trainer – review the elements of the worksheet (refer HM pg ). Ask about some common elements that were discussed earlier during the review. Review the new/different elements of the worksheet:

Compa-ratios Employee’s salary Pay grade midpoint
$55, $50,571.00 Compa-ratio = 1.10= A compa-ratio (short for “comparative ratio”) is a formula commonly used to assess the competitiveness of an employee’s pay level. A compa-ratio is the ratio of an employee’s actual salary (the numerator) to the midpoint of the applicable (the denominator) salary range. To calculate an individual’s compa-ratio, divide their salary by the midpoint of the assigned salary range. Example Edward Bonner’s salary is $55, CAD. The midpoint of the salary range for his pay grade is $50, Edward’s compa-ratio is 1.10, meaning that he is paid approximately 10% over the midpoint for his pay grade. Note: Pay grades and salary structures must be set up in your ADP Workforce Now database in order to set up Compensation Events that include compa-ratios. This information also serves as a guideline for Managers to use when making award recommendations.

Lump Sum Awards Lump sum awards are one-time awards. Lump sum awards do not affect an employee’s salary in the way that a merit increase affects salary. Lump sum awards are used to reward employees who are not eligible for merit increases yet their performance warrants an award. Example Go Green does not permit salary increases for employees who are already on the greater side of the pay grade. For these employees, if their performance deserves an award, Go Green rewards them with a lump sum. Donald East's salary is $109,200.00, which is greater than the maximum for his pay grade. Donald is an exemplary performer, so his Manager, Anthony Albright, recommends a lump sum award. When Anthony enters this award in the Compensation Worksheet, the dollar amount of the award is displayed in the Lump Sum column and will be paid as such.

Budget Settings: Top-down Budget
Bottom-Up The organization obtains award recommendations from Managers to form a budget estimate. Top-Down A company officer (higher level management) defines the budget and allocates dollars throughout the organization. Trainer – ask the participants Who remembers about the budget settings? What budget options do we have in ADP Workforce Now Compensation Management? Answer: Bottom-up and Top-down (briefly discuss both the options) Bottom-Up In this approach, the organization obtains award recommendations from Managers to form a budget estimate. In ADP Workforce Now Compensation Management, when you select the Bottom-Up budget option, the application provides you an estimate for the Compensation Event, based on the specified target award that is either a percentage of employees’ salaries or a stated dollar amount per employee. Top-Down When an organization uses a Top-Down budget approach, a company officer defines the budget and allocates dollars throughout the organization. Example Go Green uses a Top-Down budget approach for their annual merit event, based on an estimate of 3% of all employees’ salaries. The CEO defined a budget of $20,000. When you set up the event, you proportionately allocate the amount to each Manager included in the event. You can apply one of the following two budget options to a Compensation Event, or apply no budget at all. Trainer – For this example, we are using top-down budget option. Let’s discuss it in more detail.

Allocating a Top-down Budget
Sample Top-down Budget Including Funds Reserved for Direct Reports Allocating a Top-down Budget Allocation of a top-down budget begins with the company officer providing a budget for the event to the event creator (Practitioner). You (as a Practitioner) proportionately allocate the budget, first distributing it across the top management tier of the organization. From there, the top-tier Managers proportionately allocate their budget to the next level of Managers, reserving a sufficient amount to make award recommendations for their own direct reports. This allocation of money cascades down from each management level through to the first level Managers. Sample Top-down Budget This graphic illustrates the amounts reserved for direct reports at each level of the top-down budget before allocating funds to the subordinate level.

Hands On Practice: Completing a Complex Event
Setting up & Rolling out a Complex Event Making Award Recommendations, Approving/Rejecting Recommendation & Submitting Worksheets for a Complex Event Handout Manual Page 96 – 104 Establish the dates for this event: If Today’s Date Is March 7, And the Beginning of the Pay Period Is March 31 Then Review period: 07/02/ /02/2016 Recommendation period: 09/03/ /03/2016 Cut-Off date: 09/03/2016 Effective date: 02/04/2016 (align with the first day of the pay period following the recommendation period) Trainer Notes: For this event, demonstrate a conflict when the finalize recommendation steps are completed. For this conflict to occur (only in the Trainer database), make sure you change the salary for Samuel Barbato (outside of this event) by going to his Employee Profile page (People > Employment >Employee Profile). Change the amount beside salary field in the range of $200-$500. Make sure that the salary change date matches the complex event date criteria, i.e. falls within the recommendation period and after the cut-off date for your complex event. This will raise a conflict when you finalize recommendation for the complex event. (This note is also provided on Slide 1 of this PPT). Show them the Conflict for Samuel Barbato in your database. The steps are covered as an example in the HM for participants to follow along and future reference. Trainer – have the participants write the dates in the spaces provided in their HM. Also, have the participants create and map lump sum Compensation Type to the 27 - Adjustments earnings code if not done already. When you reach Step 3: Select Employees, take a few minutes to examine Step 3: Select Employees. What difference do you see on this step now that we’ve selected employees compared to what you saw previously? Answer: There is no Budget Estimate column. When you select a Top-Down budget approach for an event, the application does not estimate a budget the way it does when selecting a Bottom-Up budget approach. That is because you will enter the budget allocations in accordance with the budget provided to you for the event. Talk about excluding employees, if required. When you reach Step 4: Review Managers, the Managers list is populated based on the Reports To relationships set up in ADP Workforce Now. To Allocate budget, follow the calculation below: Calculate the budget based on $2,000 per employee. Total Budget = (sum of the # of employees under the To Be Recommended column X 2000) = 10,000 In the budget column for each Manager, enter the following values: Susan = 10,000 Anthony = 6000 David = 2000 Donald = 2000 Susan = 2 X 2000 = 4000 (this is the amount she holds) Anthony = 1 X 2000 = 2000 (this is the amount he holds) David = 1 X 2000 = 2000 (this is the amount he holds) Donald = 1 X 2000 = 2000 (this is the amount he holds) When completing Step 5: Guideline Settings, you are selecting the Number of Compa Ratio Segments - you can select any number from 1 to 6. In this example, we are selecting 2 to reduce the amount of data to input in Step 6. For discussion purposes during the class: How do you think Managers might use compa ratio, green circle and red circle indicators, and peer ratio to make award recommendations? Managers may consider all factors when awarding Compensation to employees, for example: Green circle employees, depending on their performance, may be good candidates for a merit increase at the upper end of the allowed guidelines in order to bring their salaries up to the pay grade for their jobs. Peer ratio may also factor in if an employee’s salary, based on performance, should be brought closer to 1, meaning closer to the salary of the employee’s peers. In cases where the employee’s salary is over the maximum and the employee is said to be “red-circled,” the employer may prevent Managers from giving merit increases, even if the employee’s performance warrants some kind of award. What options might Managers have for rewarding exemplary employees who are being paid well over their pay grade? Answer: Red circle employees, depending on their performance, may be candidates for lump sum awards because companies are not likely to increase their salaries. After entering Donald East's recommended award, say the following: The % Award field is shaded yellow because Donald is at the maximum allowed award for a red circle employee. It is over the recommended range but within the allowed range. Tab to the right to see that the award amount is displayed in the Lump Sum column. Why were we able to enter a greater award for Neal than we were for Donald? Answer: Neal is a green circle employee who is paid below his pay grade. The maximum allowed award for the performance rating he received for someone who is paid below the pay grade is 3% (over the recommended range but within the allowed range). When you click Finalize Recommendations, notice that a conflict is identified by the system. We have to resolve the conflict before proceeding with the next steps. Refer the HM and complete the steps for this hands on practice. As you and the participants complete the steps, review the conflict type for Samuel. Show them the Action field and the options to choose from to resolve the conflict. For this activity, we are going to accept the new salary change proposed outside of the event and proceed with payroll processing. Follow the step in the HM and complete the activity. Trainer – also review the following best practices: Approval workflows -If your company requires events to be approved before processing the associated payroll, be sure to set up the approval workflow before setting up the event. Employee pay grades and salary structures - You must have pay grades and salary structures set up in your application in order to set up events that include compa ratio as a guideline for Managers to use when making award recommendations. Employee record and cut-off date - Any changes made to employee records after the Cut-Off Date may result in Conflicts in the event during the final recommendations stage. Recommendation period start date and cut-off date - Set the Cut-Off Date and the Recommendation Period Start Date to the same date. (Because - if you change the Recommendation Period Start Date before rolling out the event to Managers, you must also change the Cut-Off Date. It will not automatically update. Effective date and pay period start date - Align the Compensation effective date and the pay period start date. Otherwise, you have to manually adjust employees' pay for that first period to account for the difference in pay between the pay-period start date and the Effective Date of pay increase. Performance policy and Compensation Event review period -For information to flow from ADP Workforce Now Performance to Compensation, it is important for the two to integrate with each other. You must ensure that the: Performance policies are set up in the application prior to setting up an event. Review period for the performance review policy is the same as the review period that you enter in Step 1: Event Details of the Compensation Event wizard. Award guideline for Does Not Meet Expectations rating - Your company may choose to award no Compensation to employees who are not meeting organizational objectives. If so, during event setup, on Step 6: Guidelines page of the Compensation Event wizard, you must enter zeroes for the performance rating of Does Not Meet Expectations.

Complex Event: Closing the Event
The last stage in the ADP Workforce Now Compensation Event process is closing the event. Depending on the type of event, this stage consists of the following tasks: Updating pay rates (merit increase), or applying recommendations (one-time payment) Generating Compensation notices to be sent to the employees (applicable to all events) The Go Green Annual Merit event you just processed involves a merit increase and a lump sum award payment. As a result, on the Compensation Management – Close Event page, do the following: Go to the Pay Rate Update tab to process merit increase. Go to the Payout Schedules Mapping tab to apply recommendations. Go to the Compensation Notice Settings tab to generate compensation notices.

Hands On Practice: Completing a Complex Event
Closing a Complex Event Handout Manual Page 108 – 109 Trainer: Refer the HM and complete the steps for this hands on practice. Trainer – you can speak to the generating notices template step and have them do this later since they already practiced it earlier. As you and the participants complete the steps, review the steps to generate Compensation notices. Say that for this event, you have to set up two different types of notices: For employees receiving base pay increase. For employees receiving lump sum awards. Tell the participants to close the event, we are going to process the payroll for the following: Lump Sum award through the Payout Schedules Mapping tab Base pay increase through the Pay rate update tab Note to Trainer: When trying to apply recommendations, if you identify an exclusion or warning, discuss the following: The effective date of the payment must fall within the pay period for the Compensation Event to successfully process one-time payment events. In the event that the effective date of the payment doesn’t fall within the pay period, a warning message displays in the Exclusions/Warnings field. Also notice that an exclamation mark displays besides the company field. In such situations, do one of the following: Manually change the active payroll cycle so that the effective date falls within the pay period. Or, set a reminder to come back to the Payout Mapping Schedules tab to Apply Recommendations when the pay period; within which the effective date falls, is open.

Review: Points of No Return
Trainer – Ask who remembers about the key decision points? Which ones did we complete now for our merit event? Review the points. Trainer – say this can be used a JA, post it on your desk – refer it in your HM

Module 5: Questions What questions do you have about processing a complex event? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Special Circumstances
Module 6 Special Circumstances

Scenarios: Employee Transfers
If any transferred employee is part of a Compensation Event, then the following scenarios may arise: Scenario 1: The Employee is transferred to Another Province of Employment or Another Business number which requires a second tax form. If this employee is attached to a merit increase Compensation Event: The Rate/Salary change occurs irrespective of the employees transfer date and the Compensation event dates. If this employee is attached to a one-time payment Compensation Event: The one-time payout is rejected irrespective of the employees transfer date and the Compensation event dates. You are required to manually process the one-time payment for this employee. Scenario 2: The Employee is transferred to Another Department with the Same Tax Form. If this employee is attached to a merit Increase Compensation Event: The Rate/Salary change occurs similar to the previous scenario. The one-time payout occurs. No manual steps are required.

Verifying Compensation Changes
Employee Transfer page Starting Point: Process > HR > Transfer Employee To verify the Compensation changes for a transferred employee, review the following: Employee Transfer page A message is displayed for the Transferred Employee associated with a Compensation Event.

Verifying Compensation Changes (cont.)
Verify Input page Starting Point: Process > Payroll > Verify Input Example of Verify Input page showing that the Compensation Event is rolled out. The employee who is transferred to another province or business number and is also part of this event is shown as Terminated. Verify Input page Indicates Employee status shows as Terminated (T).

Verifying Compensation Changes (cont.)
Transaction Proof and Payroll Register reports Starting Point: Process > Payroll > Preview Payroll Trainer – tell the participants that you can verify the information on the various reports available here. The following TRAN CODES helps identify the information: 40 – shows that the employee is transferred 91 – shows one-time payment (such as a bonus) is rejected because the employee is at a status = Terminated. 49 – Shows there is salary/rate increase because the employee is part of a Merit Increase event. Trainer – please refer participants to the HM and discuss Employee Transfer related Message Center Notifications

Special Circumstances: One-time Payments
One-time Payment Not Visible in Pay Data Batches Employee Requests to Put a Portion of the One-time Payment Money towards RRSP One-time Compensation Payment for On Leave/Terminated Employees Trainer – Refer the participants to the HM to discuss each of these special circumstances. Based on how the discussion progresses, tell the participants that these may/may not apply to their company setup, and they can reference it if required.

Module 6: Questions What questions do you have about special circumstances? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Compensation Management Reporting
Module 7 Compensation Management Reporting

Compensation Management Reports
Built-in Reports Custom Reports ADP Workforce Now Compensation Management provides you with the ability to generate Budget and Worksheet reports associated with an event. The following reports are available (built-in) within ADP Workforce Now Compensation Management: Manager and Budget Details Report Worksheet Details Report In addition, you can create your own custom Compensation reports using the Custom Reports feature of ADP Workforce Now.

Manager and Budget Details Report
Only you (as a Practitioner) can generate this report. Follow the steps below to generate the report: Access the Compensation Event wizard and navigate to Step 4: Review Managers. Click the Export to Excel link. The Manager and Budget Details Report is exported as an excel workbook. Trainer – you can show them the report for one of the events created earlier in the class. Also, point to the two tabs in the excel workbook – each tab contains event specific information.

Worksheet Details Report
Practitioners and Managers can export Worksheet details after an event is rolled out. Follow the steps below to generate this report: Navigating to the Compensation Dashboard. Click the Action arrow and then select Export Worksheet option. The Worksheet Details report is also exported as an excel workbook as shown in the graphic below. Trainer – you can show them the report for one of the events created earlier in the class. Also, point to the three tabs in the excel workbook – each tab contains event specific information.

Custom Reports Create your own custom Compensation reports by including compensation-related fields to your reports in ADP Workforce Now Custom Reports. The following graphic shows the compensation-related files in Step 2: Select Fields of the Set Up Report wizard. Starting Point: Reports > Custom Reports > Set Up New Trainer – you can show them the various fields and files associated with creating custom reports for Compensation Management. Refer the participants to the HM and discuss the custom report files that allow you to select fields to create a custom report. The table below outlines custom report files that contain Compensation-related fields: Custom Reports Files and Descriptions Compensation Events Contains fields that relate to active and historical Compensation Events. Select the fields from the following options: Budget Settings Employees Event Details Guideline Settings Managers Notice Settings Compensation Types Contains fields that relate to the Compensation Types, which are the pay elements used to process Compensation awards to employees. This file also contains fields that relate to company codes and earnings code mapping for nonstandard Compensation Types, such as bonuses. Select the fields from the following options: Earnings Code Mapping General Information Compensation Worksheet Contains fields that relate to processing a Compensation award for an event and the employees involved in the event. Select the fields from the following options: Conflict Resolution Pay Rate Update Paydata Batch Settings Worksheet Also, discuss the note related to Pay Data Summary Report: Payments issued via Compensation Management do not appear on the Pay Data Summary Standard report. As a result, the information related to Compensation payments is not visible on the Pay Data Summary report. (Reports > Standard Reports > Paydata) Verify this information by accessing other reports, such as the Transaction Proof report, the Register or Payroll Register reports, and/or other reports. (Starting Point: Process > Payroll > Preview Payroll)

Module 7: Questions What questions do you have about Compensation Management reporting? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24

Module 8 Tools & Resources

Tools & Resources ADP has excellent online resources starting with the ADP Client Service Centre Easy access to: The Bridge ADP Workforce Now Support Centre Year-end Centre The ADP Client Service Centre is an online resource available to all ADP clients. Users can access a multitude of resources using this tool: The Bridge: This is an ADP sponsored online community for ADP clients to share knowledge, skills and have questions answered by client/ADP within the community. The ADP Workforce Now Support Centre: This is an online tool built directly into Workforce Now. The tool is designed to provide users with: Step-by-Step procedures Online documentation regarding a variety of subjects Learning Bytes on a variety of subjects The Year End Service Center, including reference materials and forms. Accessing and Navigating the Client Service Centre 1 Use your Internet browser to log into 2 Select the Client Service Centre login, located in the upper-right corner of the page. 3 Enter your company code and address, and then select Login. Result: The Client Service Centre home page displays. 4 Locate the ADP Workforce Now registration area within the Client Service Centre. Select the Learning Bytes link located under the title Training. Results: The Welcome to the Learning Bytes Library page appears, and the Learning Bytes section expands to display all products that have Learning Bytes.

The Bridge The Bridge is an exclusive online community for ADP clients. This community connects HR and Payroll Practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects. Benefits to Registering for the Bridge Allows Payroll Practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum. Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products. Always on, for 24/7/365 access anywhere in Canada. Easy to use. The Bridge The Bridge is sponsored by ADP, and is an exclusive online community for ADP clients. This community connects HR and Payroll Practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects. Benefits to Registering for the Bridge Allows Payroll Practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum. Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products. Always on, for 24/7/365 access anywhere in Canada. Easy to use. Accessing and Registering for the Bridge 1 Use your Internet browser to log into 2 Select the Client Service Login, located in the upper-right corner of the page. 3 Enter your company code and address, and then select Login. 4 Select The Bridge, from the menu on the left. Result: An overview of what The Bridge is displays. 5 Click the Visit The Bridge link located at the bottom of the overview to register.

The ADP Workforce Now® Support Center
You can access to this tool 24/7. This tool provides a variety of help: Step by Step instructional information. Learning Bytes (short 2-3 min instructional videos) on a variety of topics. Documentation providing you with specific details about the topic searched. You can access to this tool 24/7. This tool provides a variety of help: Step by Step instructional information. Learning Bytes (short 2-3 min instructional videos) on a variety of topics. Documentation providing you with specific details about the topic searched. Accessing and Searching the ADP Workforce Now Support Centre 1 Select the Support link, located on the top right of the screen. 2 Type Payroll into the search field, and then select Enter or the "Magnifying Glass" icon to begin the search. Results: All topics with Payroll display 3 Review the available resources. 5 Select the Knowledge tab and select the Processing Payroll for Multiple Companies. Results: A second window opens and the Learning Byte plays. 6 When completed, select the back to support link to return again to the search screen.

Final Questions What final questions do you have about tools and resources? Text Box is 3.8 x 5.7, left aligned to the title, Position .42, 2.24 Congratulations! Today you learned how to process a payroll using WFN – Start to Finish Confirm the Payroll Schedule Set up the Pay Period Schedule in ADP Workforce Now Add New Hires Make Employee Changes Process ROE Requests Start a New Cycle Make Payment Adjustments Enter Paydata Verify Input View Preview Results Issue Cheques and Direct Deposits Produce Final Payroll Reports What final questions do you have about verifying input and previewing & processing Payroll?

Thank You! It was my pleasure to work with you today!
Course Name: <insert course name> Instructor name: <insert name> Date: <insert date> Please add your name and date to the slide before starting the training. Mention the survey (which will pop up as soon as the class is over).

Welcome to ADP Workforce Now® Compensation Management

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