Salary & Bonus

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As a subject, the issuing of salary increases or a bonus belongs to the employee review meeting. Many key indicators in the formulas described below are filled in as a result of an employee review meeting that has been completed (performance assessment). As soon as the Remuneration module has been activated, Umantis can calculate proposals for a salary increase, bonus and other types of remuneration (e.g. employee shares) in a highly flexible way. In doing this, any budgets that have been set up are taken into account, and the employee's performance is judged.

Proposal for overall evaluation and remuneration

In the Settings (Ha-einstellungen_off.gif), calculation formulas can be created. There may also be a main calculation formula which is flagged with an asterisk in the table.

The weightings of the areas vis-a-vis one another can be entered there, and 4 formulas can optionally be created in order to run specific calculations of the overall evaluation or the bonus or salary increase to be awarded.

A help text on the screen briefly explains how to use the 4 formulas.

Before agreeing the content of the employee review meeting, a calculation formula can be copied to the agreement or the formula can be set up there manually. When the employee review meeting is agreed, the weighting of the areas vis-a-vis one another is also agreed.

Fallback: If you want to do the overall evaluation without calculation formulas, the system will calculate proposed values by default. (Average calculations from employee evaluations)

Different variations of applying a calculation formula

  • You copy a calculation formula to the employee review meeting before agreeing it. :
    • -> This formula applies. If there is a formula for the overall evaluation, that formula applies. If NO formula has been specifically created for the overall evaulation (via list value or percentage), all the areas are given the same weighting. Proposals for remuneration in the form of a salary & bonus are only calculated using the formula.


  • You enter a specific calculation formula for the employee review meeting manually before agreeing to it. :
    • -> This formula applies. If there is a formula for the overall evaluation, that formula applies. If NO formula has been specifically created for the overall evaulation (via list value or percentage), all the areas are given the same weighting. Proposals for remuneration in the form of a salary & bonus are only calculated using the formula.



Basic salary data

As soon as you copy a calculation formula to the agreement, you automatically copy (providing it has not yet been done manually) the current salary information for this period's agreement. This salary information, and basic salary data, can be changed and, for example, represent the average salary for the specific period which is the basis for the calculations of the bonus and any salary increase. Using this salary information and other variables you can use formulas in the calculation formula to calculate a salary increase or proposed bonus.

Use of formulas

A formula can be used to do bonus calculations or other calculations as part of an employee's overall evaluation. The aim of a formula calculation is to deliver a unique number. In a formula, expressions such as "if", "if-else", "else", "and", "or", "not", "eq", "ne", "+", "-", "*", "/", "sqrt"(square root), "abs"(absolute value), "substr"(sub-string) and the usual parentheses "()" and "{}" can be used.
The variables shown below can be used to fetch dynamic values from the solution. These variables ensure the calculation is done rapidly so that the display page loads quickly.

In principle, all the expressions [variable.xx] that can also be used in a print template can also be used in a formula. Even though these general variables require a time-consuming Replace routine and considerably lengthen load times, they vastly improve the flexibility of the formula.

It should be noted that all the variables are "only" return numbers or leave them after parsing, because for security reasons text (including in "if-else" conditions) causes the calculation to be aborted.

Make use of our Formula Analysis screen when creating formulas!

This type of analysis screen exists for every formula. Give every formula a sample data set in order to have good test data. This formula will now be applied, by way of example, to this employee and the selected period. In this way you will very easily identify errors in the construction of the formula and you can systematically test your formula and go on developing it. Please make use of all the information provided to you for every field in the analysis screen.

Sample test parameters: PersID=563,PosID=59,PeriodID=101

The "PersID" and "PosID" must match each other. The selected "PosID" (job) must belong to the selected "PersID" (person). The "PeriodID" is the ID of the period for which you entered the test content.

The best way to proceed is like this:

  1. Select an employee.
  2. The ID in the URL is the PosID. (= PosID) Bingo!
  3. Then go to the master data and delete the employee number there and save.
  4. Umantis automatically saves the PersID as the employee number. (=PersID) Bingo!
  5. Now you just need the PeriodID. For this, go to the employee review meeting and click/select a period.
  6. Now enter your sample data (objectives, tasks, etc.) there. The salary data needs to be populated because it forms the basis of many variables. Carry out as complete a sample employee review meeting as you can in a way that will occur later.
  7. Pass the mouse cursor over the link to the period (e.g. 2013). The status bar shows something like ...?SwitchPeriodeID=105 (=PeriodID) Bingo!

Now you have to systematically build your test parameters and test contents around the formula.

Sample formula

if (<OrgUnitID1> == 66004) {

( <WeightGoals> * <AchievedGoalsPerc> + <WeightJobTasks> * <AchievedJobTasksPerc> )
/ ( <WeightGoals> + <WeightJobTasks> )

} else {

( <WeightGoals> * <AchievedGoalsPerc> + <WeightJobTasks> * <AchievedJobTasksPerc> + <WeightSkills> * <AchievedSkillsPerc> )
/ ( <WeightGoals> + <WeightJobTasks> + <WeightSkills>)

}


All high-performance variables


Weightings for the areas
<WeightGoals> ...... Weighting of objectives
<WeightJobTasks> ... Weight of tasks
<WeightSkills> ..... Weighting of skills
<WeightDevGoals> ... Weighting of development objectives
<WeightBehavior> ... Weighting of behavioral criteria
<WeightFeedback> ... Weighting of feedback subjects
Weighting of the selected selection list value for achievement-level overall evaluation
<AchievedGoalsList> ...... Objectives List 61
<AchievedJobTasksList> ... Tasks List 63
<AchievedSkillsList> ..... Skills List 64
<AchievedDevGoalsList> ... Development objectives list 62
<AchievedBehaviorList> ... Behavior criteria list 68
<AchievedFeedbackList> ... Feedback subjects List 69
<AchievedTotalList> ...... Overall evaluation list 60 (Beware of CIRCULAR LOGIC: only a good idea if Remuneration formulas 1 to 4)
Achievement-level overall evaluation in percent
<AchievedGoalsPerc> ...... Objectives
<AchievedJobTasksPerc> ... Tasks
<AchievedSkillsPerc> ..... Skills
<AchievedDevGoalsPerc> ... Development objectives
<AchievedBehaviorPerc> ... Behavioral criteria
<AchievedFeedbackPerc> ... Feedback subjects
<AchievedTotalPerc> ...... Overall evaluation (Watch out for CIRCULAR LOGIC .. only sensible for remuneration formula 1 to 4)

Umantis proposal for weighting of the selected selection list value for level of achievement in overall evaluation
<SuggestedGoalsList> ...... Objectives List 61
<SuggestedJobTasksList> ... Tasks List 63
<SuggestedSkillsList> ..... Skills List 64
<SuggestedDevGoalsList> ... Development objectives list 62
<SuggestedBehaviorList> ... Behavior criteria list 68
<SuggestedFeedbackList> ... Feedback subjects list 69
Umantis proposal for achievement level overall assessment in percent
<SuggestedGoalsPerc> ...... Objectives
<SuggestedJobTasksPerc> ... Tasks
<SuggestedSkillsPerc> ..... Skills
<SuggestedDevGoalsPerc> ... Development objectives
<SuggestedBehaviorPerc> ... Behavior criteria
<SuggestedFeedbackPerc> ... Feedback subjects
Number of contents in areas
<CountGoals> ...... Number of objectives
<CountJobTasks> ... Number of tasks
<CountSkills> ..... Number of skills
<CountDevGoals> ... Number of development objectives
<CountBehavior> ... Number of behavioral criteria
<CountFeedback> ... Number of feedback subjects
Salary data
<GrossPayment> ... Gross salary
<CurrencyID> ..... Currency ID from list 50
<CurrencyWeight> ..... Weighting of currency from list 50
<JobRating> ..... Job rating ID from list 53
<JobRatingWeight> ..... Weighting of job rating from list 53
<JobRatingMin> ..... Min value of job rating from List 53
<JobRatingMax> ..... Max value of job rating from List 53
<MinBonus> ..... Minimum bonus
<TargetBonus> .... Target bonus
<MaxBonus> ....... Maximum bonus
<UserDefNb1> ..... Position user-defined number 1
<UserDefNb2> ..... Position user-defined number 2
<UserDefNb3> ..... User-defined job number 3
<MinRaise> ..... Minimum salary increase as a %
<TargetRaise> ..... Planned salary increase as a %
<MaxRaise> ..... Maximum salary increase as a %
Distributed Remuneration
The following values are ONLY sensible in formula details.
Also please remember to AVOID CIRCULAR LOGIC at all costs, since the values would then change with every opening

<GivenBonus> ......... Distributed bonus ...calculated using the remuneration formula 1
<GivenPayRaise> ....... Given pay raise in % ...calculated using remuneration formula 2
<GivenPayUserDef1> ..... Given pay raise user defined 1 ...calculated using remuneration formula 3
<GivenPayUserDef2> ..... Given pay raise user defined 1 ...calculated using remuneration formula 4
Payment distributed before norming
The following values may ONLY be used in the norming round.
Also please remember to AVOID CIRCULAR LOGIC at all costs, since the values would then change with every opening

<GivenBonusPreNorm> ......... Given bonus before norming ...calculated using the remuneration formula 1
<GivenPayRaisePreNorm> ....... Given pay raise in % before norming ...calculated using remuneration formula 2
<GivenPayUserDef1PreNorm> ..... Given payment user defined 1 before norming ...calculated using remuneration formula 3
<GivenPayUserDef2PreNorm> ..... Given payment user defined 2 before norming ...calculated using remuneration formula 4
Job data
<OrgUnitID1> ......... Organization unit 1
<OrgUnitID2> ......... Organization unit 2
<MatrixOrgUnitID1> ......... Matrix Organization unit 1
<MatrixOrgUnitID2> ......... Matrix Organization unit 2
<CostCentre> ......... Cost center
<KeyPosition> ........ Key position
<LevelOfEmployment> ........ Employment level
<YearOfJobStart> ..... Year of the date job started
<MonthofJobStart> .... Month of job start date
Personal data
<ChildrenNb> ...... Number of children
<CivilStatusID> ... ID from marital status from list 21
<YearOfBirth> ..... Year of birth
<Age> ................ Age
<YearOfEntry> ..... Year of entry date
<MonthOfEntry> .... Month of entry date
<Gender> .... Gender/title (1=female,2=male,0=empty)
Potential and risk
<PotentialID> .......... ID from selected potential in List 17
<PotentialWeight> ....... Weighting from selected potential in List 17
<RiskOfLeavingID> ........ ID from selected risk in List 55
<RiskOfLeavingWeight> .... Weighting of selected risk value from List 55
Simple budget key figures and factors for budget groups
<BudgetGroup> .......................... Assigned ID for the budget group from List 59
<BudgetGroupBonusBudget> ..... Budget for bonus for this budget group from List 59
<BudgetGroupPayRaiseBudget> ..... Budget for salary increases for this budget group from List 59
<BudgetNormingActive> ................... Flag to approve the norming round (from the "Activate budget norming" periods key figures)
<BudgetGroupBonusNormFactor> ...... Factor for achieving the bonus budget specifications ( <BudgetGroupBonusBudget> / <BudgetGroupBonusSumPreNorm> )
..Caution: Only differs from 1 if <BudgetNormingActive> = 1
<BudgetGroupPayRaiseNormFactor> ... Factor for achieving the salary increase budget specifications ( <BudgetGroupPayRaiseBudget> / <BudgetGroupPayRaiseSumPreNorm> )
..Caution: Only differs from 1 if <BudgetNormingActive> = 1
<BudgetGroupBonusNormFactor2> ...... Factor for achieving the bonus budget specifications ( <BudgetGroupBonusBudget> / <BudgetGroupBonusSumPreNorm> )
..Caution: Only differs from 1 if <BudgetNormingActive> = 1
<BudgetGroupPayRaiseNormFactor2> ...... Factor for achieving the salary increase budget specifications ( <BudgetGroupPayRaiseSumPlanned> / <BudgetGroupPayRaiseSumPreNorm> )
..Caution: Only differs from 1 if <BudgetNormingActive> = 1
More complex budget key figures and factors for budget groups
<BudgetGroupBonusSum> ............... Total of all bonuses entered for employees in the same budget group
<BudgetGroupBonusSumPlanned> ..... Total of all planned bonuses (target bonus) for employees in the same budget group
<BudgetGroupBonusSumPreNorm> ..... Total of all proposed bonus values calculated before norming for employees in the same budget group
<BudgetGroupPaymentSum> ................ Total of all bonuses entered for employees (gross) in the same budget group
<BudgetGroupPayRaiseSum> ............... Total of all salary increases entered (gross * increase as a % / 100) for employees in the same budget group
<BudgetGroupPayRaiseSumPercent> ..... Total of all salary increases entered (only values: increase as a %) for employees in the same budget group
<BudgetGroupPayRaiseSumPlanned> ..... Total of all planned salary increases (gross * planned salary increase as a % / 100) for employees in the same budget group
<BudgetGroupPayRaiseSumPreNorm> ..... Total of all proposed salary increase values calculated before norming (gross * proposed increase as a %/100) for employees in the same budget group
<BudgetGroupPayRaiseSumPercentPreNorm>   ..... Total of all proposed salary increase values calculated before norming (only values: Proposed increase as a %) for employees in the same budget group
Company-wide totals unrestricted to budget group
<BonusSum> ................. Total of all bonuses entered
<BonusSumPlanned>   .......... Total of all planned bonuses (target bonus)
<BonusSumPreNorm>   .......... Total of all proposed bonus values calculated before norming
<PaymentSum>   .............. Total of all salary increases entered (gross)
<PayRaiseSum>   ....... Total of all salary increases entered (gross * increase as a % / 100)
<PayRaiseSumPercent>   ....... Total of all salary increases entered (only values: increase as a %)
<PayRaiseSumPlanned>   ....... Total of all planned salary increases (gross * planned salary increase as a % / 100)
<PayRaiseSumPreNorm>   ....... Total of all proposed salary increase values calculated before norming (gross * proposed increase as a %/100)
<PayRaiseSumPercentPreNorm>   .. Total of all proposed salary increase values calculated before norming (only values: Proposed increase as a %)
Period figures
<PeriodEBIT> ..... EBIT
<PeriodTurnover> ..... Sales
<PeriodWages> ..... Planned salary total
<PeriodPayRaise> ..... Planned salary increase as a %
<PeriodBonusSum1>..... Bonus pot 1
<PeriodBonusSum2> ..... Bonus pot 2
<PeriodBonusSum3> ..... Bonus pot 3
<PeriodBonusSum4> ..... Bonus pot 4
<PeriodBonusSum5> ..... Bonus pot 5
<PeriodPayRaiseSum1> ..... Salary increase pot 1
<PeriodPayRaiseSum2> ..... Salary increase pot 2
<PeriodPayRaiseSum3> ..... Salary increase pot 3
<PeriodPayRaiseSum4> ..... Salary increase pot 4
<PeriodPayRaiseSum5> ..... Salary increase pot 5
<PeriodUserDef1> ..... Period figures user-defined 1
<PeriodUserDef2> ..... Period figures user-defined 2
<PeriodUserDef3> ..... Period figures user-defined 3
<PeriodUserDef4> ..... Period figures user-defined 4
<PeriodUserDef5> ..... Period figures user-defined 5
Average level of company goals achieved
<AchievedCompanyGoalsList> ...... Weighting of the average list value for List 61 (Approximate value e.g.100)
<SuggestCompanyGoalsList> ... weighting of average value of individual evaluations via List 61 (Exact value e.g.106.64 )
<AchievedCompanyGoalsPercent> ..... weighted average value for individual evaluations in percent
<CompanyGoalsListEvalCount> ...... Number of objectives that go into the proposal for evaluation by list (weighting > 0 and already evaluated via list)
<CompanyGoalsPercentEvalCount> ...... Number of objectives that go into the proposal for evaluation as a percentage (weighting > 0 and already evaluated as a percentage)
Average level of associated department goals achieved
<AchievedDepartmentGoalsList> ...... Weighting of the average list value for List 61 (Approximate value e.g.100)
<SuggestDepartmentGoalsList> ... weighting of average value of individual evaluations via List 61 (Exact value e.g. 106.64 )
<AchievedDepartmentGoalsPercent> ..... weighted average value for individual evaluations in percent
<DepartmentGoalsListEvalCount> ...... Number of objectives that go into the proposal for evaluation by list (weighting > 0 and already evaluated via list)
<DepartmentGoalsPercentEvalCount> ...... Number of objectives that go into the proposal for evaluation as a percentage (weighting > 0 and already evaluated as a percentage)
Other
<ActualYear> ...... Brings up the current calendar year

Related subjects

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